Head of Human Resources

Greenberg Gross LLP is a rapidly growing, high-stakes Plaintiff trial firm handling complex litigation across the United States. The Firm is known for exceptional advocacy, sophisticated legal work, high standards, and an unwavering commitment to delivering outstanding results for its clients.

Greenberg Gross offers a fast-paced, intellectually rigorous, and collaborative environment for professionals who want to continue growing, take meaningful ownership of their work, and contribute to building the Firm's future.

The Head of Human Resources is the Firm's senior human resources leader and is responsible for building, leading and scaling the HR function to support Greenberg Gross through its next stage of growth. Reporting directly to the Managing Partner, this role serves as a trusted advisor to Firm leadership and provides strategic and practical HR guidance across the attorney and professional staff populations.

This is a hands-on, build-and-transform role. The successful candidate will assess the Firm's current HR structure and practices, establish clear ownership and scalable processes, develop the existing HR team, and strengthen the people infrastructure needed to support a growing, multi-state law firm.

• Serve as the Firm's senior HR advisor to the Managing Partner, CEO/Founding Partner, Firm leadership, partners, and managers.
• Assess and strengthen the Firm's HR operating model, organizational structure, roles, responsibilities, processes, and decision-making practices.
• Lead, develop, and establish clear accountability for the Firm's HR, culture, recruiting, and HR operation resources.
• Provide senior-level guidance on complex employee relations, performance, corrective action, workplace conduct, investigations, accommodations, leaves, and separations.
• Partner with outside employment counsel on legally complex or high-risk employment matters.
• Lead workforce planning and talent acquisition strategy for attorneys and professional staff, including recruiting processes, agency strategy, candidate selection, and onboarding.
• Develop practical performance-management, manager-development, and employee-development practices that reinforce accountability and professional growth.
• Provide leadership on compensation strategy, job structure, market analysis, internal equity, benefits, and other total rewards programs.
• Lead the Firm's multi-state HR compliance, handbook, employment policies, required training, and related employment practices.
• Strengthen HR operations across the employee lifecycle, including onboarding, employee records, payroll/timekeeping coordination, benefits, leaves, and offboarding.
• Evaluate and optimize HR systems, data, reporting, and workflows to improve efficiency, consistency, and scalability.
• Partner with the Firm leadership on areas of shared responsibility, including payroll, benefits, workers' compensation, administrative processes and operational controls.
• Partner with the Director of Culture & Strategic Initiatives to preserve and strengthen the Firm's culture, employee experience, engagement, and communication as the organization grows.
• Establish meaningful HR metrics and provide Firm leadership with clear information and recommendations regarding workforce trends, risks, and priorities.
• Support organizational change, new office growth, and other strategic Firm initiatives as needed.

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership or a related field required; advanced degree preferred.
• Minimum 12 years of progressive human resources experience, including significant responsibility across multiple HR disciplines.
• Minimum 5 years of senior HR leadership experience advising executives and leading HR teams or functions.
• Demonstrated experience building, transforming or materially scaling an HR function strongly preferred.
• Significant experience supporting a multi-state and multi-location workforce required.
• Law firm or legal services experience strongly preferred; sophisticated professional-services experience will also be considered.
• Strong experience in employee relations, investigations, talent acquisition, performance management, compensation, compliance, HR operations, and organizational design.
• Experience working effectively with senior executives, highly skilled professionals, and outside employment counsel.
• SPHR or SHRM-SCP strongly preferred.

• Exceptional judgment, discretion,…