Chief Human Resources Officer

About the role

Stoel Rives LLP has an immediate opening for a Chief Human Resources Officer located in any of our office locations. This position is a member of the firm's Administrative Leadership Team (ALT). The ALT works with the Firm Managing Partner and Executive Committee as key members of the Firm's management team. ESSENTIAL FUNCTIONS/RESPONSIBILITIES The CHRO is responsible for ensuring that the human resources initiatives are closely linked to and clearly support the overall strategic objectives of the Firm. The CHRO serves as a confidante to the senior management team, providing expert advice on technical human resources issues, as well as a perspective and counsel on delicate personnel, developmental and organizational issues. Major responsibilities include: Serve as the top human resources officer for the Firm and as a key advisor to senior management and the Executive Committee on human resources issues. Support the implementation of the Firm's business strategy and objectives by working closely with the other Chiefs to define human capital requirements and programs. Implement the programs in all areas including recruitment, retention, assessment, succession, management development, compensation and rewards, quality initiatives and change management. Develop an overall view of staffing requirements as the Firm continues to grow. Keep employment in line with Firm goals. Through peer consultation, manage the needs of the Firm as they develop. Develop an effective and efficient working relationship between the human resources department and all departments. Evaluate and redesign, as necessary, the Firm's compensation and benefit plans, ensuring they support the Firm's business objectives and are competitive, cost-effective and meet the needs of the employees. Develop and implement a robust performance management process that directly links to the goals and objectives of the Firm. Maintain up-to-date knowledge on human resources issues/trends and legislation that have long-term potential impact on the business and proactively position management to strategically respond to these issues. Provide oversight of the firm-wide HR Department budget including the firm-wide payroll budget. Provide CPI and other comparable information to the ALT and Firm management to determine annual firm-wide payroll budget increases. Work with each manager responsible for payroll budgets to ensure each departmental payroll budget is within specified annual guidelines. Make recommendations on approval of new staff positions and annual wage increases. Oversee and manage firm-wide staff to attorney ratios; maintain industry ratio comparability while ensuring appropriate support for the Firm's timekeepers. Maintain a leadership role in shaping the culture of the Firm. Ensure that the values of the Firm are communicated and understood at all levels, providing clarity as to the expected behavior of all employees and the development of a high-performance culture. Help the Firm establish and maintain high levels of employee engagement and commitment. Other duties as assigned. ESSENTIAL CAPABILITIES Must possess the following capabilities: Strong administrative, management, and leadership abilities. Ability to work with only general direction and provide advice and strategic guidance to other managers and supervisors. Ability to communicate effectively, both orally and in writing, and display initiative and attention to detail. Capable of handling personnel matters with sensitivity and confidentiality; dealing with difficult situations and people; handling multiple priorities. Must be able to communicate complex information and ideas effectively and efficiently to personnel at all levels of the Firm with minimal preparation; rapidly analyze issues, anticipate consequences, make decisions and initiate action. Must possess excellent interpersonal skills and ability to maintain effective working relationships with all levels of Firm personnel. Ability to facilitate individual and group meetings; encourage and motivate employees while maintaining consistent office practices and procedures. Technical Skills Must have a minimum of 15 years of successful experience in human resource administration, preferably for a large employer (500 or more employees), or in a professional services organization, including increasingly responsible management of compensation, benefits, recruitment and selection, performance evaluation, personnel policies, employee relations, training and development, and employee management. Must be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives; be able to work with a variety of organizational leadership to build consensus around HR strategy and tactics; demonstrate a background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams. Must poss

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