Attorney Professional Development, Professional Legal Management
4 Year Degree
Bryan Cave Leighton Paisner is looking for an HR Advisor to sit in either our Atlanta, Kansas City or St. Louis office. The HR Advisor will provide professional-development support for all US-based lawyers within the Real Estate department, providing guidance on a number of HR issues at the direction of the HR Business Partner. In addition to the Real Estate department responsibilities, the HR Advisor will also work on various firmwide initiatives related to Well-Being, Mentoring, Inclusion & Diversity, and Learning & Development.
Cultivate strong working relationships with and provide ongoing support, guidance and assistance to firm leaders, partners, counsel, and associates
Identify and address professional-development needs and implement programs to maximize effectiveness and quality
Act as liaison with and offer related support to appropriate constituents to ensure goals are identified and met; engage with associates, counsel, partners and related committees in order to remain knowledgeable about needs and obtain current feedback
Liaise with Inclusion & Diversity team and relevant Department leadership to ensure diverse fee-earners receive equitable work assignments and advancement opportunities.
Manage the exit interview process for the US Real Estate Department ensuring relevant information is communicated and fed back, and where necessary the appropriate action is taken
Performance Reviews and Employee Development
In collaboration with HR team members, Real Estate Regional Coordinator, Practice Group Leders, and Office Managing Partners, collect feedback and coordinate annual review meetings for associates, counsel, and non-lawyer professionals
Work closely with key Real Estate Department leaders to facilitate the performance review process and provide advice and training where necessary to practice groups
Monitor the progress of the annual reviews for the Real Estate department and ensure performance review data is accurately updated and maintained-actively work with the Learning & Development team and Real Estate leadership to identify training needs and career development plans for employees
Review performance appraisal form action items and pro
Deliver Training and Expertise
Compensation and Rewards
In coordination with the Compensation and Benefits team, HR Business Partners, and relevant firm leaders, participate in Real Estate Department discussions on annual salary increases and bonuses
Ensure salary data is accurately updated and maintained
Manage straightforward employee relations issues adhering to the firm's progressive discipline process; where necessary, investigate matters and attend/conduct meetings in conjunction with department leaders
Provide advice and guidance to fee-earners in relation to basic performance issues, ensuring compliance with the firm's policy, seeking input where necessary
Manage flexible working requests in line with the firm's policy and discuss requests with department managers, while considering the business needs
Recruiting and Orientation
In conjunction with the Recruitment team and HR Business Partner, liaise with Real Estate leadership to establish recruitment planning needs and key attributes for the positions
Coordinate with relevant firm leaders to develop orientation and integration strategies and schedule for local hires, including summer associates, entry-level lawyers, and lateral lawyers
In conjunction with the Global and US Well-Being Committees, relevant HR Business Partner, and key firm leaders, provide support for programming for lawyer well-being initiatives.
Monitor well-being program trends and thought leadership for distribution to key team members.
Working closely with HR team members, maintain, develop, and implement Opt-In Associate Mentoring Program for most US offices.
Monitor mentoring program trends and thought leadership for distribution to key team members.
Delegate effectively to the HR Assistant and ensure the workload is prioritized, managed, and deadlines are achieved
Coach and develop the HR Assistant
Discuss any performance concerns with the relevant HR Business Partner.
Assist in creating, monitoring, and managing local recruiting and professional development budgets
Ensure strong relationships are built with key internal stakeholders
Involvement in key HR strategic initiatives and departmental activities as appropriate, both taking a lead role and acting as part of the HR team
Performs other duties as assigned
Essential Job Specifications/Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Desire to work collaboratively in an intellectually curious, innovative, and detail-oriented environment
Ability to communicate clearly and concisely both verbally and in writing with internal and external clients on all levels
Demonstrates outstanding leadership, judgment, organizational and interpersonal skills
Ability to act at the highest level of discretion and maintain confidentiality
Ability to be flexible, handle pressure, and adapt to changing work priorities
Demonstrates commitment to lawyer professional development
Ability to represent and promote the Firm in a positive manner
Working knowledge of Microsoft Word, Excel and PowerPoint software
Requires the ability to regularly report to work on the days and times scheduled
While performing the duties of this job, the employee is regularly required to talk and hear. This is largely a sedentary role.
NOTE: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Some travel is required for this position.
Bachelor's degree in Human Resources, communications, or business-related area
3+ years of Human Resources-related experience in a professional environment; law firm or professional services firm a plus
The above statements are intended to describe the general nature and level of work being performed by the incumbent in the position. They are not intended to be an exhaustive list of all responsibilities, duties and skills of the employee. Duties and responsibilities may change at any time with or without notice.