The Human Resources (HR) Director is a strategic leadership role responsible for directing and overseeing all aspects of the human resources functions for the DC office in coordination with firm wide objectives and policies. This includes but is not limited to: recruitment, employee relations, compensation and benefits, performance management, professional development, and HR compliance. This role serves as a strategic advisor to office and firm leadership on human capital issues and is critical in fostering a professional, inclusive, and high-performing workplace culture aligned with the firm’s values and business goals.

• Manages the Human Resources staff to achieve firm goals. Oversees workloads and staff assignments; trains, motivates and evaluates assigned staff, and reviews progress and directs changes as needed.
• Assists Director of Administration with DC office initiatives, and provides consultation to the Administrator on human resources and staff development issues.
• Represents the Firm on personnel matters before government agencies, including DC Human Rights Commission, Department of Employment Services and the Equal Employment Opportunity Commission.
• Provides leadership and direction in the development of short and long range plans; gathers, interprets, and prepares data for reports and recommendations; coordinates department activities with other departments as needed.
• Interprets and communicates Firm policies and procedures, ensuring compliance with federal and DC laws, such as ADA, FLSA, FMLA, DC Safe and Sick Leave Act and EEO/AAP.
• Working with the Human Resources Manager, coordinates logistics for DC Associate Compensation Committee review meetings, and HR related issues.
• Coaches and advises managers regarding policies, procedure, work-related conflicts, disciplinary actions, performance improvement plans, terminations, and legal guidelines.
• Manages the Human Resources staff to achieve firm goals. Oversees workloads and staff assignments; trains, motivates and evaluates assigned staff, and reviews progress and directs changes as needed.
• Assists Director of Administration with DC office initiatives, and provides consultation to the Administrator on human resources and staff development issues.
• Represents the Firm on personnel matters before government agencies, including DC Human Rights Commission, Department of Employment Services and the Equal Employment Opportunity Commission.
• Provides leadership and direction in the development of short and long range plans; gathers, interprets, and prepares data for reports and recommendations; coordinates department activities with other departments as needed.
• Interprets and communicates Firm policies and procedures, ensuring compliance with federal and DC laws, such as ADA, FLSA, FMLA, DC Safe and Sick Leave Act and EEO/AAP.
• Working with the Human Resources Manager, coordinates logistics for DC Associate Compensation Committee review meetings, and HR related issues.
• Coaches and advises managers regarding policies, procedure, work-related conflicts, disciplinary actions, performance improvement plans, terminations, and legal guidelines.
• Oversees personnel records management.
• Manages the performance management process for the DC office. Analyzes compensation, makes salary and bonuses determinations, and works with the compensation staff as part of the overall process.
• Manages the exit process for legal and non-legal departing personnel. This process includes processing relevant paperwork and conducting exit interviews.  
• Consults with Firm labor attorney as appropriate, and/or the Director of Administration on human resources matters. Works with Firm immigration attorneys to resolve VISA issues, including petitioning for H1b VISAs, green cards, and other visas.
• Develops and implements employee recognition programs.
• Participates on the firm wide human resources committee and special projects.
• Serves as DC office representative to local human resources groups.
• Monitors expenditures for Human Resources Department to assure control.
• Analyzes job content and composes job descriptions to meet government regulations and firm standards; determines market salaries.  
• Manages and coordinates the recruitment process with the corporate recruitment staff, which includes exempt and non-exempt staff recruiting, sourcing, and interviewing.
• Manages orientation and onboarding for new employees.
• Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Manages overall life cycle of employee planning, hiring, orientation, terminations and retirement.
• Conducts internal investigations on employment issues, such as harassment charges, internet violations, etc.
• Stays current on recent federal, state and case law changes, and monitors labor law updates and newsletters for changes that affect human resources.
• Coordinates insurance activities in conjunction with the Benefits and Retirement Departments, i.e. communication of benefits and retirement plans. Conducts one on one meetings with staff  regarding retirement planning.
• Coordinates with the Payroll department to troubleshoot and resolve payroll and time and attendance issues.
• Oversees the process of managing disability and workers’ compensation claims.

Salaries vary by location and are based on numerous factors, including, but not limited to, the relevant market, skills, experience, and education of the selected candidate. If an estimated salary range for this role is available, it will be provided in our Target Salary Range section. Our compensation package also includes bonus eligibility and a comprehensive benefits program. Benefits information can be found at Sidley.com/Benefits.

To perform this job successfully, an individual must be able to perform the Duties and Responsibilities (Duties) above satisfactorily and meet the requirements below.  The requirements listed below are representative of the minimum knowledge, skill, and/or ability required. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.  If you need such an accommodation, please email staffrecruiting@sidley.com (current employees should contact Human Resources).

Education and/or Experience:

Required:

• Bachelor’s Degree in Human Resources Management, Business, Communications, or other related field
• 10+ years of management experience
• 5 years of human resources experience at the management level
• Proficiency in Microsoft Office applications (Word, Excel & Powerpoint)
• Knowledge and experience working with HRIS systems
• Broad knowledge and experience of multiple human resource disciplines including compensation practices, federal and DC employment law, performance management, organizational planning, diversity, organizational development, employee relations, safety, and training development

Preferred:

• MBA degree
• Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR) certification
• Experience with PeopleSoft or Workday
• Experience with performance management systems

Other Skills and Abilities:

In addition to the above, the following may also be required of the successful candidate:

• Excellent oral and written communication skills
• Good judgment and excellent interpersonal communication skills
• Strong analytical, problem solving and conflict resolution skills
• Be self directed and motivated
• Works harmoniously and effectively with others as part of a team
• A self-starter who desires to show ownership and commitment to the job
• Exercises confidentiality and discretion

Sidley Austin LLP is an Equal Opportunity Employer.

#LI-GK1