US Job Description

Firm Information

Reed Smith is a dynamic international law firm dedicated to helping clients move their businesses forward. With an inclusive culture and innovative mindset, we deliver smarter, more creative legal services that drive better outcomes for our clients. Our deep industry knowledge, long-standing relationships and collaborative structure make us the go-to partner for complex disputes, transactions and regulatory matters.

Our team of 3,000 people (including more than 1,600 lawyers) across more than 30 offices in the United States, Europe, the Middle East and Asia, operate as one global partnership to drive progress for our clients, for ourselves and for our communities.

Position Summary

The Human Resources Manager provides strategic HR consultation and support to a designated business unit, enabling the achievement of business objectives through effective people management strategies. In this role, the HR Manager partners with line managers to translate HR strategies into actionable initiatives, offering expertise in areas such as talent management, performance development, and employee relations. Change management support is also provided as needed to ensure smooth transitions in organizational initiatives. Creativity and flexibility are key attributes in this role.

Working closely with the Director of Human Resources, the HR Manager will focus on optimizing human resource utilization, ensuring organizational alignment, and advising on HR-related matters in compliance with company policy and local, state, and federal regulations. The role also functions as a Human Resources Business Partner (HRBP) for assigned departments, supporting strategies related to talent retention, development, compensation, workforce planning, recruitment, and performance evaluations. As a strategic advisor, the HR Manager will collaborate with leadership to support the growth and success of their teams within the organization.

Job Duties and Responsibilities

• Serve as a consultant and coach to managers, supervisors, and employees on all HR-related activities, including performance and behavioral issues.
• Partner with managers to identify and solve challenges affecting employee satisfaction, engagement, and retention.
• Advise managers on compliance with local, state, and federal statutes and regulations, staying up to date on labor laws and notifying the Firmwide HR department of any changes.
• Provide guidance on employee selection, onboarding, development, performance management, and compensation processes.
• Act as primary liaison between hiring managers and Staff Recruiting for all open job requisitions, ensuring staffing levels meet business and department needs.
• Work with managers, department leadership, and the US Compensation Team to set salaries for incoming new hires, conducting internal equity studies on a regular basis.
• Provide day-to-day performance management guidance to department leaders, providing coaching to managers on employee-relations and performance.
• Consult, coach and advise individuals on professional and related workplace issues, including coaching managers to proactively support their team members and set them up for success. Primary responsibility for handling employee relations issues, and working with local HR to deliver performance and termination meetings.
• Manage projects and research work as assigned by HR Director relating to such things as HR Policy updates, morale issues, staffing needs, compliance issues, etc.
• Investigate and resolve employee relations issues, including complaints regarding harassment, discrimination, and other policy violations, and respond to administrative charges (e.g., EEOC).
• Advise and support department leaders, ensuring staffing models are aligned with business objectives, including providing guidance on job descriptions, job responsibilities, exemption status, level of experience, etc.
• Collaborate with department leaders and staff to align HR strategies with business objectives, acting as a liaison between hiring managers, Staff Recruiting, and the Compensation Team for job requisitions, salary setting, and equity studies.
• Facilitate employee engagement strategies, working with leadership and project teams to enhance workforce satisfaction and development.
• Participate in Firmwide HR projects and special initiatives, such as system upgrades, reductions in force, flexible work accommodations, and diversity action plans.
• Act as an information resource for staff and management on HR-related matters, providing regular updates to department leadership and HR Directors.
• Review exit interview surveys and escalate any employment issues to Director of HR and appropriate department lead as necessary.
• Support department leaders on HR matters and escalate to the Director of HR as necessary.
• Join HRBP meetings to discuss needs and share strategies with other HRBPs.
• Stay up to date with the latest talent and human resources trends and practices, including other markets and industries.
• Assist with improvement of HR procedures, paperwork and practices to ensure efficient operations.
• Support and participate in the Staff Appreciation Committee and contribute to various employee engagement and recognition programs.
• Other duties as assigned.

Job duties and responsibilities included are not exhaustive and may be supplemented as necessary. Reed Smith reserves the right to revise or modify job duties and responsibilities at any time.

Requirements

Education: Bachelor's degree in human resources or business administration, or equivalent experience required.

Experience: A minimum of 2-4 years of experience managing general HR functions, procedures, guidelines, and compliance issues. Law firm and prior supervisory experience preferred.

Skills: Strong computer skills including advanced knowledge of MS Office applications. Familiarity with HRIS systems is preferred. Ability to interact with all levels of management and staff personnel. Strong leadership, management, communications and writing skills.

Other

Supervisory Responsibilities: TBD

Equipment To Be Used: Personal computer and other office equipment such as telephone, calculator, fax, machine, copier, scanner, etc.

Essential Job Functions: Ability to utilize technology, including computers and telecommunication device. Ability to sit and/or stand for prolonged periods, intense eye usage, and finger, hand and wrist dexterity associated with prolonged computer use. be able to sit and/or stand for long periods of time. Ability to communicate effectively, orally and in writing. Must work in office as required.

Working Conditions: You will be required to work in the office at minimum 2 days per week. Occasionally called upon to work hours in excess of your normal daily schedule. The details of your weekly schedule will be discussed further with your direct supervisor.

Pay Ranges: This represents the presently-anticipated low and high end of Reed Smith's pay range for this position. Actual pay may vary based on various factors, including but not limited to location and experience.

• Pittsburgh: $80,000 - $100,000

Benefits Package Overview:

• 401k Plan
• Medical
• Health Savings Account
• Virtual Health
• Dental
• Vision
• Accident
• Hospital indemnity
• Critical illness
• Life insurance
• Short term disability
• Long term disability
• Flexible Spending Accounts
• Lyra Health EAP
• Paid Family Leave
• College Savings Plan
• Transportation benefit
• Back-up Child Care
• College Coach
• Pet insurance
• Paid sick time
• Vacation time

Reed Smith offers a challenging work environment, business casual dress code and a total compensation package that includes a competitive salary, flexible benefits program, tuition assistance, and generous 401 (k) plan.

Reed Smith is an Equal Opportunity Employer. Reed Smith's success depends heavily on the effective utilization of qualified people, regardless of their race, ancestry, religion, color, sex, age, national origin, sexual orientation, gender identity and/or expression, disability, veteran's status, or any characteristic protected by law. As a firm, we adhere to and promote equal employment opportunity for all.

Reed Smith provides reasonable accommodations for persons with disabilities, including in the application and interview process.

Qualified candidates only. No search firms.