Manager - Human Resources

Sullivan & Cromwell LLP; New York (NY); On-site; USD 140,000 - 165,000; Full time

Job summary

Sullivan & Cromwell LLP in New York is seeking an HR Manager to support the business services population. The role is hands-on, partnering closely with leadership on various HR functions such as recruiting, talent management, employee relations, and compensation support.

Ideal candidates will have extensive experience in HR generalist functions, strong knowledge of NYC employment law, and proficiency in Excel and HRIS platforms. The compensation range for this role is between $140,000 and $165,000.

Qualifications

• 5–8+ years of broad generalist HR experience, preferably in a professional services environment.
• Experience in supporting the annual compensation process.
• High degree of professionalism and discretion regarding sensitive matters.

Responsibilities

• Own full-cycle recruiting for assigned roles.
• Serve as a trusted resource on employee relations matters.
• Support administration of performance management processes.
• Coordinate training initiatives for staff and managers.
• Support annual compensation cycles and manage compensation data.

Skills

Full-cycle recruiting

Employee relations

Performance management

HRIS platforms (e.g. Workday, PeopleSoft)

Excel proficiency

Understanding of NYC employment law

Education

Bachelor’s degree in Human Resources or related fields

Tools

Workday

PeopleSoft

Job description

We are seeking an experienced HR Manager to support our New York-based business services population. This is a hands‑on role that partners closely with directors, managers, and staff on a broad range of HR matters, including recruiting, talent management, employee relations and compensation support. The HR Manager will serve as a trusted resource to employees and managers while collaborating with HR colleagues across offices on broader initiatives as needed. The role requires sound judgment, discretion, and the ability to operate effectively in a professional services environment.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Talent Acquisition & Onboarding

• Own full-cycle recruiting for assigned roles, partnering with hiring managers to define needs, attract strong candidates, and drive an efficient hiring process
• Ensure a seamless and professional candidate and onboarding experience
• Track and analyze recruiting activity and trends to inform decision-making

Employee Relations & Manager Support

• Serve as a trusted resource for staff and managers on a wide range of employee relations matters, including performance concerns, workplace issues, and policy interpretation
• Manage employee relations matters and investigations with sound judgment, discretion, and attention to risk
• Coach managers on performance management, feedback delivery, and conflict resolution
• Partner with leadership to address sensitive issues in a thoughtful, consistent, and legally compliant manner

Performance Management

• Support the administration of performance management processes, including goal setting, year‑end reviews, feedback facilitation, and performance improvement
• Advise managers on how to assess, deliver feedback, and support improvement effectively

Training & Development

• Coordinate and support training initiatives for staff and managers, including programs related to communication, coaching, performance management and professional development

Annual Compensation Process

• Provide support for the firm’s annual compensation cycle, including merit and bonus processes
• Assist Compensation Manager in aggregating employee and performance data, maintaining compensation records, and coordinating communications to ensure accurate and timely execution
• Excel skills and comfort working with compensation data are important, as is the ability to handle sensitive information with strict confidentiality

HRIS and Future Systems Transition

• Partner with HRIS and HR leadership to support system‑related initiatives, including process improvements and a role in future HRIS enhancements or implementation efforts (e.g., Workday)

HR Policy & Compliance and Administration

• Help to develop, interpret, and apply HR policies and procedures in compliance with state and federal employment law, communicating updates clearly to staff and management
• Ensure adherence to employment laws and regulations to minimize legal and compliance risks including New York City‑specific requirements
• Maintain the integrity and accuracy of employee data within the firm’s HRIS

In addition, responsibilities related to maintaining firm and client information are to be adhered to by all employees. This includes complying with the firm’s information security policies, protecting firm assets from unauthorized access, disclosure, modification, destruction or interference, and reporting security events or potential events or other security risks to management.

QUALIFICATIONS

• Demonstrated experience in full‑cycle recruiting, employee relations, performance management, and HR administration
• Experience with HRIS platforms (e.g., Workday, PeopleSoft); exposure to system implementations or enhancements
• Experience supporting the annual compensation process, including merit and bonus cycles and working with compensation data preferred
• Strong working knowledge of New York City and New York State employment law
• Proficiency in Excel including comfort with data management, reporting, and working with compensation‑related spreadsheets
• Demonstrated ability to work independently, manage competing priorities, and exercise sound judgment in a collegial, professional environment
• High degree of professionalism, discretion, and integrity in handling sensitive matters

EDUCATION AND OR EXPERIENCE

• Bachelor’s degree — Human Resources, Business Administration, Organizational Psychology or related fields are a plus
• 5–8+ years of broad generalist experience, preferably in a professional services or legal environment
• SHRM‑CP, PHR, or equivalent certification is a plus

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

COMPENSATION

The base salary range offered for this role will be between $140,000 and $165,000. When determining a candidate’s compensation offer, elements unique to each person are taken into consideration including but not limited to skill set, experience level, performance, professional certifications, degrees and location, as well as the needs of the firm.

The total compensation package for this position may include overtime pay, discretionary bonuses and other benefits. For a more comprehensive list of employee benefits, please visit Professional Staff I Careers | Sullivan & Cromwell LLP.