Sr. Manager/Director, HR Business Partners

Make an impact at Goodwin, where we partner with our clients to practice law with integrity, ingenuity, agility and ambition. Our 1,600 lawyers across the United States, Europe and Asia excel at complex transactions, high-stakes litigation and world-class advisory services in the technology, life sciences, real estate, private equity and financial industries. Our unique combination of deep experience serving both the innovators and investors in a rapidly-changing, technology-driven economy sets us apart. Also a global destination for business professionals, Goodwin’s team of professional staff was named in 2019 the “Best Business Team” by The American Lawyer.

The Senior Manager, HR Business Partner (“Senior Manager”) is a core member of Goodwin’s Talent Organization. The Senior Manager provides HR support for our New York office. The Senior Manager will also provide business partner support to assigned firmwide business groups, working collaboratively across offices and functions. The Senior Manager will also work with the team led by the Managing Director, Human Resources, US, on projects across the Talent Organization and the firm.

What You’ll Do:

  • HR Planning and Execution: 
    • Develops, aligns and executes HR programs and initiatives in support of business plans; manages, measures progress and drives projects to successful completion.
    • Translates geographic and functional strategy and business and operational priorities into a people strategy.
    • Consults on goals and goal alignment for assigned businesses. Ensures consistency and alignment of HR initiatives.
    • Local point of contact for HR related questions or concerns, partnering with HR Operations and Benefits and the CA Office leaders as needed.
  • Organizational Development and Design: 
    • Supports the development and execution of programs for the assigned business.
    • Coaches leaders to examine and organize teams to produce the best and most efficient and cost-effective work. Advises and coaches leaders and managers on the HR implications of business decisions, providing an objective perspective and appropriately challenging business decisions. P
    • Partners with the assigned business to integrate existing workforce plans and staffing strategy when considering openings.
  • Coaching: 
    • Coaches leaders at all levels on manager effectiveness.
  • Performance Management: 
    • Advises and coaches leaders on sensitive performance and compensation related matters.
    • Prepares Officers to present results of Performance Management Cycle to Chief Operating Officer.
  • Succession Planning & Talent Review: 
    • Interviews and engages with leaders to identify top talent in their organizations, as well as critical positions, successors and single points of failure.  Develops recommendations and plans accordingly.
    • Prepares Officers to present results to Chief Operating Officer.
  • Employee Relations: 
    • Investigates, manages, and reports on employee relations issues for the assigned business and/or local office. Presents findings and recommendations to the Managing Director, Human Resources, US and the Chief Talent Officer.
  • Compensation & Benefits:
    • Supports the transactional elements of compensation projects.
    • Partners with Compensation to review trends, surface issues and resource problems.
    • Works with Compensation and the business on job evaluations, determining the appropriate course of action and understanding and communicating the business perspective.
  • Change Management: 
    • Supports change management project deliverables and engages in implementation of resulting interventions.  May implement/integrate change initiatives across offices. Supports the communication of related changes.
  • Data & Analytics:
    • Utilizes supporting data and analytics when making key talent and workforce decisions (compensation cycles, pay equity review, talent reviews, leader and associate retention, succession, etc.)
  • Talent Acquisition: 
    • Partners with the Talent Acquisition team to strategize in finding top talent for assigned business units; consults on compensation recommendations.

Who You Are:

  • BA or BS required; MA or MS in OD, HR, I/O Psychology, or MBA preferred.
  • Strong knowledge of federal, state and local employment law required.
  • 5+ years of manager-level HR experience required.
  • SHRM or HRCI certification preferred.
  • Experience as an HR Business Partner in a law firm or professional services organization preferred.
  • Uses a data-driven approach to HR; ability to guide leaders using data and analytics.
  • Demonstrated success in partnering with business managers in developing, aligning and executing HR programs and initiatives that support business unit plans.
  • Success in coaching managers and leaders at different levels of experience.
  • Positive track record of partnering with functional HR specialty areas: compensation, benefits, HRIS, employee relations, talent acquisition, and learning and development.
  • Has guided leaders through a methodology and process to optimize business results through people, alignment of work, location, and organizational structure.
  • Understands the tools, processes and strategy needed to execute a performance management process.
  • Ability to build rapport and trust.
  • Excellent judgment.
  • Strategic thinker with strong project management and process implementation skills.
  • Superior communication skills, including strong writing skills, with attention to detail. Ability to effectively present HR-related topics to various audiences.
  • Flexibility and ability to work with a wide variety of people and projects in a collaborative manner.
  • Ability to work under pressure while maintaining a sense of humor.

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Goodwin Procter LLP is an equal opportunity employer. This means that Goodwin Procter LLP considers applicants for employment, and makes employment decisions without unlawful discrimination on the basis of race, color, gender, gender identity or expression, age, religion, national origin, citizenship status,  disability, medical condition, genetic information, marital status, sexual orientation, military or veteran status, or other legally protected status.

Please note: Various agencies of the United States government require employers to collect information on applicants and employees. The National Association of Law Placement (NALP) and certain clients request us to keep track of certain aggregate information regarding lawyers. EEO information requested on this application is for purposes of compliance with these recordkeeping and reporting requirements and to determine recruiting and employment patterns. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment.

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