Director Global Mobility Jobs (NOW HIRING)

Mayer Brown is an international law firm positioned to represent the world’s major corporations, funds, and financial institutions in their most important and complex transactions and disputes. We are recognized by our clients as strategic partners with deep commercial instincts and a commitment to creatively anticipating their needs and delivering excellence in everything we do.

We are a collegial, collaborative firm where highly motivated individuals with an unwavering commitment to excellence receive the opportunity, support, and development they need to grow, thrive, and realize their greatest potential all while supporting the Firm’s client service principles of excellence, strategic partnership, commercial instinct, integrated strengths, innovation, and collaboration across our international firm.

If you enjoy working with team members whose defining characteristics are exceptional client service, initiative, professionalism, responsiveness, and adaptability, you may be the person we are seeking to join our Human Resources department in our New York, Chicago, or London office, as a Director: Global HR Operations.

As the Director: Global HR Operations, you will take responsibility for defining the strategic direction for the HR Operations team and administering the programs, polices and key imperatives that support the business and deliver a rewarding career experience for our people. You will lead and develop a team of trusted advisors, both technical and operational, overseeing all HR processes, systems, data, reporting, global mobility, HR compliance and other operational matters. You will foster a common purpose and commitment among the team, leading by example and strike a balance of challenge and support to empower them to perform at their highest level and deliver exceptional client service. Together, you will provide centralized services, program support and budget oversight to the HR team and our various Centers of Expertise (COE) with the aim of enhancing the employee experience. In conjunction with the Director of HRIS, you will serve as the liaison with the IT function to advance the technology roadmap for each of the COEs including compensation, benefits, global mobility, recruitment, talent management & community building, and learning & development. You will actively identify and manage risk and compliance issues, which will involve working closely with the General Counsel’s office on privacy, subject access requests, compliance training, regulatory requirements, background and conflicts checks, law licenses and visa status tracking. You will represent the HR function in all matters related to cross-functional processes, data and systems integration. This group informs and prioritizes all Firm technology projects including system implementations, upgrades, data governance and privacy considerations. You will also form part of the Business Intelligence Committee which governs all data reporting and analytics and implementation of background checking. You will exercise a high degree of independent judgment and decision-making. Of utmost importance is your ability to build and strengthen relationships at all levels and work collaboratively in delivering solutions.

Essential Functions:

• Managing and developing the HR Operations team in-line with the strategy and ensuring all activity is adequately resourced
• Aligning and efficiently operating the global HR business processes, projects and systems that support them
• Project planning, implementation and operational oversight of all employee lifecycle processes, including but not limited to performance evaluations, competencies, client and office secondments mobility, retirement/succession planning, leaves of absence, job descriptions, onboarding and exits
• Getting to know and understand the regional HR teams and those running HR processes in each office, as well as the Senior Leaders across Legal and Business Services
• Work with HRIS team to manage HR data integration with other Firm systems
• Develop standardized procedures and process expertise across the team, liaising with all offices to ensure that the Operations team is delivering
• Cross-functional liaison and work planning, particularly relating to Technology, Business Reporting and General Counsel
• Overseeing all projects relating to HR Operations to ensure they are delivered efficiently
• Taking a Leadership role within the HR function to ensure all core HR processes, are fit for purpose and support the achievement of the Firm’s strategy
• Management and development of the HR Knowledge Library and the internal Shared Services teams – based in Chicago (Americas time zone) and London (UK time zone) - to drive global operational standardization, efficiency and expertise, and an exceptional partner and employee experience
• In conjunction with the CTO, contribute to the development and continuous review of the HR Strategy that meets the requirements of the Firm and aligns with the Firm's strategic direction
• Set the parameters for the prioritization of people and budget resources and high impact changes to be implemented, as relevant to the HR Operations COE
• Liaising with the General Counsel’s office to ensure compliance objectives and requirements are achieved, including background and conflicts checking, data privacy/retention, compliance training, law license and visa status, risk management and other Firm or legislative obligations
• Global regulatory requirements including secondment administration
• Developing and communicating the HR policies, technology, operations, global mobility and HR compliance strategies and development roadmaps
• Foster global adoption of standardized processes and systems; manage conflicts in terms of global adherence to established processes, legal compliance and risk management issues, etc.
• Responsible for decisions about strategy, best practice, program offerings, HR spend, etc.
• The role holder will stay at the forefront of HR process innovation. They will identify new opportunities and innovative approaches to ways of working and drive effective adoption of technology and best practices
• In coordination with leaders of HR COEs, oversee the annual development of the HR operations budget for projects, expenses and headcount and provide reporting to appropriate stakeholders who need to monitor the spend against the budget
• Management of HR Operations that includes: Global Mobility, HR Projects, and Compliance and internal Central HR or HR Shared Services
• Serves on the senior leadership team for HR

Education/Training/Certifications:

• An undergraduate degree or related/comparable work experience
• Intellectual curiosity and creative thinking
• Project Management certification (e.g. Prince II) or equivalent experience is preferred
• Professional services experience is essential. Experience in a global law firm preferred
• Experience managing an internal shared service or operations center capability is highly desirable
• Working internationally and cross-culturally is essential

Professional Experience:

• Strong track record of managing teams for HR Operations, preferably global teams, and managing key HR processes using technology.

Technical skills:

• Evidence a deep understanding and application in:
  • HR Process Design & Implementation
  • Presenting people Analytics and insights
  • Setting and monitoring HR KPIs
  • HR project management
  • Organizational design
  • Service quality management
  • Budgeting and financial management
• Strong technology experience of using - and preferably implementing - any of the following:
  • PeopleSoft
  • Workday
  • Success Factors
  • ServiceNow
  • HR data analytics
  • Performance Management and Onboarding tools
  • HR Knowledge Library
  • Applicant Tracking
  • Learning Management
  • Job Descriptions
  • AI applications for HR, etc.

Performance Traits:

• Ability to inspire, influence and motivate others
• Understand the commercial and business context of the legal sector
• Ability to see the bigger picture and act accordingly
• Practical and innovative
• Strength of character and ability to debate and challenge as required
• Strategic, logical thinking
• Well-developed relationship and stakeholder management skills
• Credible professional presence
• Proactive, resourceful, takes initiative
• Excellent communication, facilitation and negotiation skills
• Sound judgement and decision making
• Critical thinking
• Advanced project management skills
• Client service focus
• Analytical Skills
• Leading global teams

Physical Requirements:

• International travel to other offices

This description is not exhaustive, and the Firm may modify it at any time at its sole discretion; nothing herein creates an employment contract or alters the at-will nature of employment.

We offer competitive compensation and comprehensive benefits, including medical/dental/vision/life/and AD&D insurance, 401(k) savings plan, back-up childcare and eldercare, generous paid time off (PTO), as well as opportunities for professional development and growth.

We are committed to providing equal opportunity and reasonable accommodations to applicants and employees with disabilities and disabled veterans. To request an accommodation related to the application process or interview, please emailuslateralrecruiting@mayerbrown.com. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

Mayer Brown works with select external search firms that have been vetted against our standards. Firms without a contract or agreement with Mayer Brown are not authorized to represent that they are working with the Firm, nor are they entitled to placement fees. Mayer Brown does not accept unsolicited CVs from external recruiters. Submission of an unsolicited CV to Mayer Brown or any of its Partners or employees will not establish any right of priority for the submitting agency.

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The typical pay scale for this position is between USD $230,000.00/Yr. and USD $330,000.00/Yr., although the actual wage or salary could be lower or higher if the candidate's education, experience, skills and internal pay alignment are different from those specified.