Manager - Human Resources

ESSENTIAL DUTIES AND RESPONSIBILITIES

Include the following. Other duties may be assigned.

• Own full-cycle recruiting for assigned roles, partnering with hiring managers to define needs, attract strong candidates, and drive an efficient hiring process
• Ensure a seamless and professional candidate and onboarding experience
• Track and analyze recruiting activity and trends to inform decision-making

• Serve as a trusted resource for staff and managers on a wide range of employee relations matters, including performance concerns, workplace issues, and policy interpretation
• Manage employee relations matters and investigations with sound judgment, discretion, and attention to risk
• Coach managers on performance management, feedback delivery, and conflict resolution
• Partner with leadership to address sensitive issues in a thoughtful, consistent, and legally compliant manner

• Support the administration of performance management processes, including goal setting, year-end reviews, feedback facilitation, and performance improvement.
• Advise managers on how to assess, deliver feedback, and support improvement effectively.

• Coordinate and support training initiatives for staff and managers, including programs related to communication, coaching, performance management and professional development

• Provide support for the firm’s annual compensation cycle, including merit and bonus processes.
• Assist Compensation Manager in aggregating employee and performance data, maintaining compensation records, and coordinating communications to ensure accurate and timely execution.
• Excel skills and comfort working with compensation data are important, as is the ability to handle sensitive information with strict confidentiality.

• Partner with HRIS and HR leadership to support system-related initiatives, including process improvements and a role in future HRIS enhancements or implementation efforts (e.g., Workday).

• Help to develop, interpret, and apply HR policies and procedures in compliance with state and federal employment law, communicating updates clearly to staff and management.
• Ensure adherence to employment laws and regulations to minimize legal and compliance risks including New York City-specific requirements).
• Maintain the integrity and accuracy of employee data within the firm's HRIS.

In addition, responsibilities related to maintaining firm and client information are to be adhered to by all employees. This includes complying with the firm’s information security policies, protecting firm assets from unauthorized access, disclosure, modification, destruction or interference, and reporting security events or potential events or other security risks to management.