Regional Human Resources Manager

Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning work forces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee.

The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”.

The Regional Human Resources Manager serves as an HR business partner and trusted advisor to leaders across assigned offices. The HR Manager provides guidance and consultation in areas including employee relations, performance management, talent development, organizational effectiveness, change management, employee engagement, and retention.
With a strong emphasis on coaching and leader support, the Manager partners with senior leaders to navigate people and organizational matters, strengthen leadership effectiveness, and advance business and talent priorities. The role reports to the Senior Human Resources Business Partner and works collaboratively across the Talent function to develop thoughtful recommendations, promote consistent HR practices, and support firmwide talent strategies and priorities.

• Partner with Office Managing Principals, Office Administrators, and other senior leaders to understand organizational needs and business and talent priorities and provide proactive HR guidance and support.
• Serve as a trusted advisor and coach to leaders on employee relations, performance management, leadership effectiveness, employee development, team dynamics, and other people-related matters.
• Assess people-related matters, identify appropriate options, and develop practical recommendations aligned with firm practices and priorities.
• Support leaders in strengthening management effectiveness, accountability, communication, employee engagement, and retention.

• Manage employee relations matters, including performance concerns, workplace complaints, conduct issues, corrective action, and separations.
• Conduct effective and thorough workplace investigations and develop recommendations based on the information gathered.
• Coach leaders on performance management, including setting expectations, providing feedback, developing performance improvement plans, and addressing ongoing performance or conduct concerns.
• Identify employee relations trends and recommend appropriate actions while promoting consistent practices and compliance with applicable employment laws.

• Partner with leaders to support organizational and operational changes and assess related people, talent, and workforce considerations.
• Support the development and implementation of change strategies, including communication, employee engagement, and adoption.
• Coach leaders in effectively navigating change with their teams and addressing employee questions and concerns.
• Support workforce planning efforts and other initiatives designed to strengthen organizational effectiveness.

• Partner with leaders to assess talent needs, including development, retention, performance, and succession considerations.
• Partner with Learning and Professional Development to support employee and leadership development and performance management processes.
• Partner with Talent Acquisition and other Talent teams to…