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Foley & Lardner LLP is a great place to work because of what we do and how we do it. Here, your unique perspectives, experiences, and abilities will be embraced and developed, so you can excel. Being a part of Foley means having the opportunities and resources necessary to gain experience, advance professional goals, and forge meaningful connections. It's a place where you can build your career and enjoy professionally satisfying work. We have over 2,300 people who are #HappyatFoley, and we think you will be too.

The Manager, Human Resources is a strategic role within a team of HR professionals that supports the firm's business professional talent strategy by collaborating with leaders to contribute to overall employee performance management. As strategic HR business partner, provide coaching, counseling, and training to assigned leaders on best practices for successfully resolving a variety of employee issues and concerns ranging from simple to complex. The Manager will assist leaders in implementing strategies, increasing employee engagement, and succession planning. Additional responsibilities include involvement in policy and procedure development, interpretation, and implementation as well as other compliance related matters.  The Manager will proactively address employee issues while balancing the best interest of the firm with appropriate employee empathy.   

• Develop relationships with assigned leaders as an HR subject matter expert through routine meetings and check-ins to understand their business as well as the strengths and opportunities for continued development of their teams.
• Partner with leaders to champion HR initiatives, influence decisions, and ensure talent strategies support and are aligned with overall business goals.
• Provide leaders guidance and subject matter expertise on staffing for their areas including appropriate staffing levels, candidate selection, retention, succession planning, development, reorganizations, creation of new positions, etc. If necessary, provide input and direction in the recruiting process.  Interview final candidates as requested by the hiring manager.
• Provide coaching, guidance and best practices to assigned leaders on talent management, performance management, and organizational development to drive performance.
• Support assigned leaders in managing and resolving complex employee relations issues by providing consultative advice, guidance and direction for best practices in addressing concerns while balancing the needs of the business with employee empathy.
• Assist leaders in creating performance improvement plans, facilitating disciplinary or termination meetings as necessary.
• Support assigned leaders through annual HR processes including performance review cycle, merit compensation cycle and promotion cycle; assist with the determination of review ratings, writing review drafts and annual increases, as needed.
• Provide HR policy guidance and interpretation to assigned leaders and employees.
• Proactively and openly collaborate with Director Human Resources for higher level support and guidance on more complex issues as they arise, as well as drive consistency.
• Collaborate with HR colleagues and senior management to understand overall firm goals and strategies for implementing within assigned departments.
• Conduct effective, thorough, objective investigations as necessary, comply with documentation standards.
• Partner with leave coordinator and serve as a resource to assigned leaders and employees on leaves of absence.  
• Collaborate with employees and managers on various requests including accommodations, work from home requests, and workers compensation claims.
• Conduct periodic check-ins with newly onboarded business professionals and provide feedback to appropriate leaders or individuals as necessary.
• Conduct new hire orientation for both business professionals and attorneys.
• Maintain knowledge of legal requirements related to employee management to ensure compliance with governmental and regulatory agencies including federal, state and local laws to reduce legal risk. Share changes in legal requirements with HR colleagues. 
• Actively participate with HR Manager team to develop and implement policies and procedures in line with business needs and objectives.
• Identify areas for needed training, provide input to develop training programs or initiatives and facilitate business professional training as necessary.
• Follow established processes, practices and procedures as well as contribute to the innovation to reimagine and update the same.

• Bachelor's Degree in Human Resource Management, Business Administration or a related field required.  SHRM-CP or SHRM-SCP is a plus.
• Minimum of five (5) years of HR Generalist experience in employee relations and performance management required. 
• Experience in a professional services environment strongly preferred.
• Previous supervisory experience is a plus.

In support of transparency and equity in the workplace, Foley provides salary ranges for all positions. The figures below represent the full compensation range of this position. The actual offered amount will be between the range minimum and midpoint based on the following factors: education, experience, geographic market, and internal pay equity at Foley.Milwaukee - $116,900 - $175,400

Chicago - $128,600 to $192,900 #LI-Hybrid