Human Resources Manager

Sutherland Asbill & Brennan   •  

New York, NY

Industry: Professional, Scientific & Technical Services


5 - 7 years

Posted 102 days ago

This job is no longer available.

We have an exciting opportunity for a Human Resources Manager in the Washington, DC or New York, NY office at Eversheds Sutherland (US) LLP. We are searching for someone who wants to be a valued contributor and member of a talented and dynamic team of lawyers, paralegals and professional staff.

The Human Resources (“HR”) Manager implements human resources policies, practices, and objectives in assigned regions that, result in an employee-oriented, high performance culture that emphasizes teamwork, respect, creativity, quality, productivity, and assists in driving the creation and maintenance of a top tier staff and paralegal workforce. 

Responsibilities and Duties:

Staffing Management

  • Manages all non-legal recruitment activities (within appropriate regions) with Talent Acquisition Coordinator, including, but not limited to sourcing and screening of applicants, administering pre-employment tests, interviewing, consulting with hiring supervisor(s) and staff department heads, reference checking, making hiring and salary recommendations to Director of Human Resources. Assists TA Coordinator with preparing and extending offer letters and all relevant documents, handling onboarding, when necessary, etc.
  • Handles departure processes and exit interviews for (non-management) staff and paralegals, analyzing the information for patterns and trends.
  • Manages and monitors the day-to-day workflow of paralegals in appropriate regions.
  • Manages onboarding and off boarding in appropriate regions. 

Training and Development

  • Identifies training and development needs to continually expand the administrative staff and paralegal skill competency levels.
  • Proactively creates, delivers, and revises training and development programs, sometimes in partnership with other departments, to ensure optimal outcomes.

Employee Relations

  • Coaches and develops non-managerial staff on all human resources issues, including communication, feedback, recognition, and developmental and disciplinary issue responsibilities.
  • Addresses and resolves employee relations issues in an effective and timely manner, ameliorating issues before they escalate.
  • Reports all employee relations and recommendations to Director of Human Resources. 

Performance Management

  • Participates in secretarial and paralegal performance evaluation, merit increase and bonus program processes.
  • Provides day-to-day coaching, counseling and disciplinary guidance.  Monitors the results and follows up as appropriate.


  • Plays key role with the leadership of the Director, in the secretarial and paralegal annual review, merit increase, and bonus processes.
  • Prepares draft compensation and bonus recommendations of secretaries to Director of Human Resources.

Compliance/Risk Management

  • Remains current on local changing legal requirements. 
  • Responds to inquiries and requests from state/federal/local agencies (Department of Labor).
  • Escalates and alerts Director of Human Resources about issues of concern.

 Professional Development/Continuous Improvement/Best Practices

  • Recommends new programs and changes to existing programs.
  • Stays current on local HR trends and best practices, both in general and in law firms.
  • Actively participates in professional HR associations to represent appropriate offices, identify HR best practices, network with local colleagues, etc. 
  • Recommends new approaches, policies, and procedures to effect continual improvements in the HR Department.

HR Systems and Processes

  • Manages the creation and maintenance of department records and files, including personnel, I-9, and medical files and records.
  • Manages the maintenance, review, and communication of records required by law or local governing bodies, or other departments in the organization.
  • Works with the HR Operations Manager in updating job descriptions. 
  • Assists in the implementation of HR policies and procedures.  Recommends changes as appropriate.
  • Manages the timely processing of change notifications to all functioning departments.
  • Manages reference and verification of employment requests for all personnel within appropriate region and file.
  • Prepares and monitors monthly HR metrics and reports and other required reports.

Firm Culture

  • Keeps current on the “temperature” and morale of the assigned offices. 
  • Manages and designs social activities to enhance communication, morale and the employer/employee relationship.
  • Maintains an environment of trust, teamwork, development, and empowerment through quality communications, relationship building, and coaching.
  • Develops and maintains effective relationships to be able to effectively identify and respond to current and future people-related issues, concerns, and needs.
  • Perpetuates an open and inclusive environment through relationship building, effective communications, visibility, employee engagement programs, an open door policy, and consistency.
  • Works to get early buy-in and support for initiatives.
  • Actively contributes and collaborates with all HR team members.


  • Performs continuous duties and projects as required and assigned by the Director of Human Resources.


Knowledge, Skills, and Abilities:

A Bachelor's degree from an accredited college or university is required.  A post-graduate degree in Human Resources or related field is a plus. At least five (5) years of experience as an HR Manager or HR Generalist in a large, matrixed, multi-office professional services organization is required, with a preference for law firm experience.


Competent in all aspects of HR, including relevant state, federal and local laws and statutes.

Outstanding client service skills, including excellent verbal, written and listening communication skills. 

Exemplary judgment and professional maturity.

Proven ability to motivate, influence others, and build consensus, utilizing diplomacy and tact. 

Excellent organization skills and processes.

Proven ability to respond positively and quickly to changing circumstances and priorities.

Quickly and easily builds relationships with individuals at all levels.

Committed to mentoring, developing, and helping others succeed, and to developing and retaining top talent.

Committed to continuous learning and professional development, both personally and for employees.

Gifted at developing viable options and delivering practical solutions to complex issues.

Pragmatic problem solver.

Models and employs diversity and inclusion best practices. 

Effectively prioritizes workload, manages projects, and handles responsibilities, meeting short and long-term deadlines.

Exercises discretion, professionalism, and confidentiality.

Excellent computer skills and knowledge of MS Office Suite.  Proficient with Outlook, especially Excel and PowerPoint.