Legal jobs in United States

Director Human Resources

As a strategic partner, the Director Human Resources aligns business objectives with employees and management in designated business units, serves as a consultant to management on human resource related issues and acts as an employee champion and change agent. Assesses and anticipates HR-related needs, communicates needs proactively with HR and business management, and seeks to develop integrated solutions. Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. May handle International Human Resource responsibilities. Maintains an effective level of business literacy about the business unit’s financial position, midrange plans, culture, and competition.

Position Summary

As a strategic partner, the Director Human Resources aligns business objectives with employees and management in designated business units, serves as a consultant to management on human resource related issues and acts as an employee champion and change agent. Assesses and anticipates HR-related needs, communicates needs proactively with HR and business management, and seeks to develop integrated solutions. Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. May handle International Human Resource responsibilities. Maintains an effective level of business literacy about the business unit’s financial position, midrange plans, culture, and competition.

Strategic Business Partner

1. Adjust HR strategies to respond to changing needs.
2. Provide guidance and input on business unit restructures, workforce planning, succession planning.
3. Partner with business leaders to develop next generation leaders.
4. Identify and measure critical HR metrics.
5. Analyze trends and metrics in partnership with HR group to develop solutions, programs, and policies.
6. Identify new business strategies.
7. Partner with business leaders to identify talent issues before they affect the business.
8. Prioritize HR initiatives across businesses.
9. Partner with business leaders to restructure around strategic objectives.
10. Understand and drive the talent needs for the business.
11. Conduct weekly meetings with respective business units.
12. Consult with line management providing HR guidance when appropriate.

HR Operations Manager

1. Assist in establishing and maintaining organizational culture.
2. Assist in building and communicating organizational policies to associates.
3. Ensure HR policies are aligned with culture.
4. Provide HR policy guidance and interpretation.
5. Keep the business leaders and managers up-to-date on HR initiatives.
6. Track trends in employee behavior and suggest recommended actions/solutions.
7. Identify training needs for business units and individual executive coaching needs.
8. Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.

Emergency Responder

1. Provide day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
2. Quickly respond to complaints and line manager questions and HR needs.

Employee Mediator

1. Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
2. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
3. Work closely with management and employees to improve work relationships, build morale, increase productivity, and retention.

Direct Reports- Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources.

Indirect Reports- May delegate work of others and provide guidance, direction and mentoring to indirect reports.

The following are the minimum job-related qualifications which an individual needs in order to successfully perform the essential duties and responsibilities of the job:

Education Level:

(Required): Bachelor's Degree Or equivalent experience (Preferred): Master's Degree Or equivalent experience.

Field of Study/Area of Experience: Human Resources. 8+ Years of experience in resolution of complex employee relation issues. Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and provincial respective employment laws. Relevant industry experience a plus.

Candidates will need to speak French fluently.

1. Excellent consulting skills.
2. Excellent client management and business literacy skills.
3. Strong conflict management skills.
4. Strong interpersonal and negotiation skills.
5. Excellent verbal and written communication skills.
6. Develop strong trusting relationships in order to gain support and achieve results.
7. Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
8. Manage multiple business units in multiple locations.
9. Manage multiple conflicting priorities.
10. Ability to understand issues domestically and internationally and communicate effectively with clients.
11. Be flexible and available to interact with employees at all levels.
12. Self-directed and motivated.
13. Take initiative to identify and anticipate client needs and make recommendations for implementation.