18 days old

Director of Human Resources

Lane Powell PC
Seattle, Washington 98101
  • Job Type
  • Job Status
    Full Time

Lane Powell, PC is seeking a Director of Human Resources located in its Seattle, Washington office. The Director of Human Resources will provide innovative leadership for Firm-wide management and strategic planning of the Human Resources (HR) functions, including development and implementation of HR policies and procedures; legal compliance; benefits administration; employee engagement and morale; professional staff recruiting, hiring and retention; professional staff performance evaluations; and salary administration and HR record-keeping.   

The Director of HR will work collaboratively with the Director of Professional Development and Diversity to ensure that all talent functions are integrated and share a philosophy of employee inclusion, engagement, and excellent client service.

Candidates must have strong leadership skills, analytical skills, and project management skills coupled with a passion for collaborating with people. A Bachelor’s degree is strongly preferred and a specific HR degree or certification is a plus. Successful candidates will have 5-10 years’ experience in the HR field.  The ideal candidate will be a strong leader, innovative, people-focused, and find joy in helping others. 


­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­Essential Functions 

The HR Director will work collaboratively with the Chief Operating Officer and the Director of Professional Development and Diversity on short and long-range Human Resource planning and talent development initiatives that integrate professional staff and attorney employee development, and will bring innovative thinking to develop HR initiatives that will support the Firm’s mission, values, and strategic plan.  The following essential functions are required for the role:

Department Leadership

  • Lead the HR team with an innovative and customer service mindset that supports the Firm’s mission, values, and strategic plan. 
  • Ensure that HR services are delivered effectively and efficiently. 
  • Ensure compliance with Firm policies and procedures.
  • Develop, implement, and communicate HR policies, procedures, and processes.
  • Communicate regularly with management and collaborate regularly with other department Directors to ensure the Firm’s talent engagement and development philosophy is consistent.
  • Timely follow-up, frequent communications, independent judgment and discretion are essential.  

Policies and Procedures

  • Develop and implement personnel and legal policies and procedures to support the Firm’s mission, values, and strategic plan.
  • Incorporate policies and procedures into handbooks for employees that are regularly updated and communicated Firm-wide. 
  • Stay apprised of employee policies and benefits in the legal industry and ensure the Firm’s policies and benefits are competitive and innovative.

Legal Compliance

  • Ensure compliance with all municipal, state, and federal laws and regulations that impact the workplace, including but not limited to ERISA, ADA, FMLA, FLSA, ADEA, COBRA, EEO, and HIPAA.
  • Keep policies and procedures compliant and educate and advise management and staff as to legal compliance issues.  

Benefits Program

  • Design, improve, and administer benefit programs for the Firm, including health benefits, 125 Flexible Spending Plan, 401(k) Plan, miscellaneous insurance benefits, Employee Assistance Program, transportation subsidy, education reimbursement, and others.
  • Prepare and communicate information to employees and departing employees about the Firm’s benefit programs, including legally-mandated notices and procedures such as summary plan descriptions and COBRA.  

Budget and Financial Responsibility

  • Prepare and manage annual HR budget as directed by the Chief Operating Officer.
  • Maintain financial controls over department expenditures and promptly communicate known overages.  

Professional Staff Recruiting and Onboarding

  • Design and manage professional staff recruiting, hiring, orientation, and onboarding. 
  • Integrate the design and management of professional staff recruiting with attorney recruiting by working collaboratively with the Director of Professional Development and Diversity and management. 
  • Ensure compliance with all laws and regulations, including but not limited to I-9 and background checking processes.  
  • Provide support to all other departments with the recruiting, hiring, orientation, and onboarding of professional staff.

Professional Staff Performance and Salary Administration

  • Oversee the professional staff performance evaluation and salary administration system to ensure that it is timely, fair, comprehensive, and understood by management, directors, managers, and professional staff alike.
  • Analyze wage and salary data to ensure competitive compensation planning.
  • Participate and support market surveys, such as diversity, salary, best workplace, and other surveys on behalf of the Firm.  

HRIS, Time and Attendance, and Leave Programs

  • Working collaboratively with the Information Technology and Finance departments, design and manage Human Resource Information System (HRIS), time and attendance system, accrual system and leave of absence programs.
  • Serve as liaison to the payroll team.  

Employee Separation

  • Provide advice and counsel in alignment with the Firm’s values to departing employees and provide support regarding same to directors and managers with departing employees. 
  • Support will include drafting of separation documentation in collaboration with Firm employment counsel and the Director of Professional Development and Diversity.
  • Coordinate exit interviews, ensure required termination materials are provided, regularly analyze employee retention data, and advise management as to retention issues.  

Disciplinary Actions

  • Develop a proactive system in alignment with the Firm’s values to prevent the need for disciplinary actions.
  • Provide support and guidance to managers or directors to avoid the need for discipline and to administer discipline when needed, in accordance with laws and with policies and procedures; ensure that appropriate documentation is prepared and finalized.
  • Advise management as to appropriate resolutions of employee relations issues.  

Support of Office Managers, Directors, Managers, and Others on the Management Team

  • Support all directors and managers in human resources functions and provide guidance and support to address specific problems as needed.
  • The HR Director has a visible Firm leadership role and should spend time visiting offices regularly.
  • Serve as a sounding board and advisor to management team with respect to personnel issues within and across departments and in collaboration with the Director of Professional Development and Diversity.   

 Management Training and Other Firm-Wide Training

  • In collaboration with the Director of Professional Development and Diversity, design an integrated approach to talent development across our professional staff and attorney populations. 
  • Work with the Director of Professional Development and Diversity to support the implementation of training for directors and managers on talent development skills such as leadership, interviewing, hiring, increasing diversity, managing employees, conflict resolution, evaluating performance, interpersonal skills, safety, and others as needed.
  • Work with the Director of Professional Development and Diversity to prepare for and present respect in the workplace training to all professional staff and attorneys every other year.   

 Privacy Officer

  • Serve as one of the Firm’s Privacy Officers.
  • Ensure the development, communication, and implementation of privacy policies, procedures, and forms.
  • Establish mechanisms to limit and track access to protected information within the Firm.
  • Oversee privacy training and foster information privacy awareness. Serve on the Firm’s Incident Response Team.  

 Record Keeping

  • Establish record-keeping and retention systems for all HR records to comply with requirements for confidentiality and accountability.
  • Analyze records to provide management information as needed.   

 Job Descriptions and Analysis

  • Oversee preparation of job analysis and job descriptions.
  • Ensure periodic review and update of job descriptions.   

 Qualified candidates should submit a cover letter and resume to HRDirectorSearch@lanepowell.com.

 Lane Powell PC is an equal opportunity employer and actively encourages applications for employment from qualified individuals of diverse backgrounds. If you need reasonable accommodations to apply for any position, please let us know. All employment decisions, practices and procedures are carried out without regard to gender, race, color, religion, national origin, political ideology, age, marital status, disability, sexual orientation, gender identity, honorably discharged veteran or military status, or any other applicable legally protected status. This policy applies to all personnel activities including employment, promotion, transfer, compensation and termination.


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Director of Human Resources

Lane Powell PC
Seattle, Washington 98101

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Lane Powell PC
Seattle, Washington

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