Human Resources Director

La Follette, Johnson, DeHaas, Fesler & Ames; California; On-site; USD 140,000 - 210,000; Full time

Job summary

La Follette, Johnson, DeHaas, Fesler & Ames is seeking a Director of Human Resources to lead the full employee lifecycle, ensuring compliance and strategic alignment with firm objectives. The role serves as a bridge between leadership and staff, providing advisory and implementation support across HR operations.

Responsibilities include partnering with senior leadership on staffing and retention, aligning HR initiatives with growth, managing HR programs (compensation, benefits, leaves), and

Qualifications

• Bachelor’s degree in human resources, business administration, or a related field (master’s or advanced degree preferred); legal degree a plus.
• Minimum of eight (8) years of progressive HR leadership experience in a professional services or legal environment with 150+ employees.
• In-depth knowledge of California HR compliance, employment law, wage & hour practices, and leaves entitlements.
• Professional credentials such as SHRM-CP, SHRM-SCP, HRCI (PHR/SPHR), or CLM are strongly preferred.
• Strong conflict resolution, discretion with confidential information, and proficiency with HRIS, payroll systems, and applicant tracking tools, including implementation.
• Exceptional communication, public speaking, and negotiation skills to influence leadership, staff, and vendors.
• Hands-on experience with MS Office and HRIS/ATS software.
• Strong financial literacy and bottom-line mindset.

Responsibilities

• Collaborate with senior leadership to understand staffing, recruiting, and retention goals.
• Align HR initiatives with growth, financial objectives, and succession planning.
• Provide staff and management with trusted support and guidance.
• Identify staffing needs; develop strategies for talent management, development, and succession.
• Coordinate with payroll/IT to document promotions, onboarding, offboarding, leaves, etc.
• Plan and implement HR policies, processes, training, and surveys to support compliance and strategy.
• Manage HR programs including compensation, benefits, leaves, disciplinary matters, and performance management.
• Coordinate with providers to administer health, welfare, retirement plans and evaluate salary structures.
• Analyze HR metrics from HRIS and talent management systems.

Skills

Conflict resolution

Discretion with confidential info

HRIS

Payroll systems

Applicant tracking

Implementation

Education

Bachelor’s degree in HR or related field

Master’s degree preferred

Legal degree a plus

Tools

HRIS

ATS

Job description

The Director of Human Resourcesplays a vital role on the Firm’s leadership team, managing the full employee lifecycle. The incumbent will maintain responsibility for compliance, planning, directing, and coordinating the organization’s workforce strategy, policies, and human resources operations. The incumbent will serve as the primary bridge between leadership and the workforce, ensuring human capital initiatives align with overall business objectives. The Director of Human Resources will work strategically and collaboratively with all levels of staff, serving as a trusted advisor/consultant, an implementation administrator, and a support resource.

Responsibilities

• Collaborate with senior leadership and the Firm’s Administrative Committee, to understand the organization's goals and strategy related to staffing, recruiting, and retention
• Align human resources initiatives with organizational growth, financial goals, and long-term organizational succession
• Provide staff and management a trusted resource for support and guidance
• Identify staffing and recruiting needs; develop and execute strategy for hiring talent management, development, and succession
• Collaborate with payroll, IT, and other stakeholders to ensure staffing changes (promotions, raises, onboarding, offboarding, leaves of absence, etc.) are communicated and documented
• Plan, lead, develop, coordinate, and implement employment-related policies, processes, training, initiatives, and surveys to support the organization's compliance and strategy
• Administer and oversee the management of human resource programs including, but not limited to, compensation, benefits, leaves of absence, disciplinary matters, disputes, investigations, performance and talent management, productivity, recognition, morale, occupational health and safety, training and development
• Coordinate with payroll and benefits providers to administer health, welfare, wellness, and retirement plans and assist Finance with evaluating competitive salary structures, healthcare packages, and incentive programs using market data
• Conduct research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) and talent management systems
• Administer and manage the HRIS by providing resources and support to staff to preserve employee information in a single system of record
• Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices
• Manage claims for workers' compensation, unemployment insurance, disability/leaves of absence, and other legal issues
• Review and modify policies and practices to maintain compliance with regulations
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Facilitate professional development, training, and certification activities for HR staff
• Assist with the cultural design of the organization
• Perform other duties as assigned and required

Required Qualifications

• Bachelor’s degree in human resources, business administration, or a related field (master’s or advanced degree preferred); legal degree a plus
• Minimum of eight (8) years of progressive HR leadership experience in a professional services or legal environment with 150+ employees
• In-depth knowledge and practice of human resources in California, including compliance, employment law, wage & hour practices, and leave entitlements
• Professional credentials such as SHRM-CP, SHRM-SCP, HRCI (PHR/SPHR), or CLM are strongly preferred
• Strong conflict resolution, discretion with confidential information, and proficiency with HRIS, payroll systems, and applicant tracking tools, including implementation
• Exceptional communication, public speaking, and negotiation skills necessary to influence the Admin Committee, staff, and vendors
• Hands-on experience with office productivity (MS Office) and HR (HRIS, ATS) software
• Strong financial literacy and the ability to consider bottom-line, revenue-driven mindset

The work environment is a professional office and routinely uses computers, telephones, office equipment, and other standard business technology. The position typically involves extended periods of sitting and working at a computer, with regular opportunities to stand, walk, bend, reach, and move throughout the office. The work environment may involve frequent interaction with executives, employees, vendors, and members of the public. The position requires the ability to manage multiple priorities, meet deadlines, and work effectively in a fast-paced environment. Occasional lifting, carrying, or moving of office supplies, files, or equipment weighing up to 25 pounds may be required.

Equal Opportunity Employment

LJDFA is an equal opportunity employer. We are committed to providing equal opportunities to all qualified applicants, employees and volunteers, without regard to race, color, religion, religious creed, sex, gender, gender identity, gender expression, sexual orientation, pregnancy, childbirth or related medical conditions, national origin, ancestry, citizenship status, age (40 and over), physical or mental disability, medical condition, genetic information, marital status, military or veteran status, or any other characteristic protected by applicable federal, state, or local law. Additionally, we are committed to maintaining a workplace that is free from discrimination and harassment and to providing reasonable accommodations to qualified individuals with disabilities in accordance with applicable law.