This is an exciting opportunity for an experienced HR leader to shape the people strategy of a growing law firm. The Director of Human Resources will lead the firm's HR function and serve as a strategic, trusted advisor to firm leadership on team member experience, workforce planning, performance management, compensation, benefits, compliance, professional development, and culture. The role calls for both big-picture strategic thinking and hands-on execution, with the opportunity to make a meaningful impact as the firm expands its headcount, practice areas, and geographic reach - all while championing a culture that treats team members as the firm's most important resource.
Key ResponsibilitiesStrategic Leadership- Build and lead a dynamic HR function that reflects the firm's commitment to its people as its most important asset
- Work closely with the Chief Operating Officer and firm leadership to align HR strategy with the firm's strategic plan, fostering a culture of trust, support, teamwork, growth, and profitability
- Act as a trusted advisor to leadership on HR-related organizational risk, workforce planning and design, talent acquisition and management, and benefits strategy and administration
- Guide the evolution of HR practices and infrastructure to keep pace with the firm's growth in headcount, practice areas, and geographic footprint
- Identify and implement AI and technology solutions that enhance the team member experience and elevate HR's strategic impact
- Develop and present HR metrics and dashboards to firm leadership covering retention, turnover, engagement, compensation trends, benefits costs, staffing levels, and other key workforce indicators
- Foster a consistent, connected, and high-performing culture across all offices and hybrid work arrangements, while remaining attuned to the distinct needs of individual practice groups, departments, and team members
Law Firm Operations & Performance- Serve as a strategic partner in aligning talent management with the firm's strategic, financial, and operational goals
- Collaborate with the Managing Partner, Executive Committee, Practice Group Leaders, and Finance to support attorney productivity, non-attorney support, and staffing models
- Support workforce planning to ensure optimal staffing across practice groups, offices, and administrative departments
- Manage payroll function, including associated payment of benefits, taxes, and other payroll-related expenses
- Manage delivery of benefits, including strategic leadership related to selection of and delivery of team member benefits
- Partner with Finance and firm leadership to evaluate staffing levels, support ratios, compensation costs, benefit costs, and workforce investments in relation to firm profitability and client service needs
Workforce Planning- Oversee onboarding programs to ensure effective integration into firm culture and expectations
- Develop and manage attorney integration and retention strategies, including onboarding of lateral attorneys, support for practice group integration, and coordination with firm leadership to promote long-term engagement and success
- Support succession planning and internal advancement opportunities for attorneys, paralegals, administrative professionals, and management roles
Employee Relations & Culture- Act as the primary resource for team member (employee) relations
- Counsel leadership on performance issues, investigations, and conflict resolution
- Foster a professional, collegial, and high-performance culture aligned with legal industry expectations
- Drive engagement and retention initiatives in a competitive legal talent market
- Provide practical, empathetic, and legally sound guidance on team member concerns, workplace conduct, accommodations, leaves of absence, and performance expectations
- Maintain strict confidentiality and exercise sound judgment in handling sensitive personnel matters, partner and attorney compensation information, client-related confidentiality issues, and matters involving legal ethics or professional responsibility
Performance Management & Compensation- Oversee attorney and staff annual evaluation processes, including compilation of firm data to provide firm leadership with all necessary information to make informed decisions regarding team member advancement and compensation
- Administer compensation structures, including salary, bonuses, and merit increases
- Partner with firm leadership on associate progression and partnership track decisions
- Ensure compensation is competitive within the firm's markets
- Lead compensation benchmarking, pay equity review, salary range development, and market analysis for attorneys, paralegals, administrative professionals, and management roles
- Support transparent, consistent, and accountable performance management processes that align individual contributions with firm goals, client service, teamwork, and profitability
Compliance & Risk Management- Ensure compliance with federal, state, and local employment laws
- Maintain HR policies aligned with legal industry standards, including confidentiality and ethics requirements
- Own and regularly update the firm's employee handbook, personnel policies, leave policies, remote and hybrid work policies, disciplinary procedures, and related HR documentation
- Lead investigations and mitigate employment-related risk in collaboration with firm leadership
- Support compliance with wage and hour laws, pay transparency requirements, anti-discrimination laws, leave laws, workplace accommodation obligations, and other employment-related requirements applicable to the firm
Training & Professional Development- Design and implement development programs for attorneys and staff
- Support leadership development, mentoring, and succession planning initiatives
- Coordinate CLE tracking and compliance where applicable
- Identify skill gaps and implement targeted training solutions
- Partner with firm leadership to support management training for attorneys and administrative leaders who supervise team members
HR Operations & Team Leadership- Oversee HR systems, reporting, and data integrity
- Manage benefits programs, leave administration, and vendor relationships
- Lead annual benefits strategy, renewal analysis, broker relationships, employee education, open enrollment, and evaluation of benefit offerings considering recruiting, retention, cost, and team member experience
- Develop and manage the HR budget
- Lead and mentor HR team members
- Evaluate and improve HR workflows, technology, document management, onboarding tools, performance systems, and reporting processes to improve service to team members and firm leadership
QualificationsEducation & Experience- Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred)
- 8-15+ years of progressive HR experience, including leadership roles
- Prior experience in a law firm or professional services environment is preferred; significant professional services, consulting, accounting, financial services, healthcare, or other partnership-driven experience may also be considered
- Demonstrated ability to operate both strategically and hands-on
- Based in Buffalo, willing to relocate to Buffalo, or able to maintain a regular weekly presence in the Buffalo office
- Experience leading or materially supporting compensation, benefits, performance management, employee relations, compliance, and HR operations in an organization of comparable complexity
CertificationsSHRM-SCP, SPHR, or equivalent certification strongly preferred
Knowledge & Skills- Strong understanding of employment law, including New York employment law and multi-state employment considerations
- Familiarity with law firm or professional services firm economics, including billable hours, alternative fee arrangements, profitability, cash flow, and billing lifecycle
- Proven ability to influence partners in a partnership-driven environment
- High level of discretion and professionalism
- Strong communication, leadership, and problem-solving capabilities
- Ability to combine empathy, practical judgment, accountability, and business acumen when advising leadership and supporting team members
- Comfort using HR technology, reporting tools, and AI-enabled solutions in a confidential, secure, and professionally responsible manner
Compensation and BenefitsCompensation is commensurate with experience and skill set, and comes with a comprehensive benefits package including health, life, short-term and long-term disability insurance, 401(k) (with generous vested match), flexible work options, and paid time off.
Expected Salary RangeThe expected base salary range for this position is $110,000 to $135,000 based on experience, demonstrated leadership, law firm or professional services background, and ability to support a partnership-driven legal services environment.
