We are always seeking talented, motivated, growth-minded, and creative individuals. Our firm is committed to providing employee support and advancement, while embracing inclusion and innovation as keys to a stronger future.

We invite you to explore the position below and to submit your application to join our team!

The Human Resources Manager serves as a strategic partner and day-to-day resource for assigned administrative departments, delivering comprehensive HR support across the full employee lifecycle, from recruitment and onboarding through development, retention, and offboarding, while fostering a collaborative culture aligned with firm-wide objectives. The Human Resources Manager also ensures consistent application of HR policies and procedures, balancing compliance with the practical needs of the business.

Essential Responsibilities:

• Partner with business professional department leaders, practice group leadership, attorneys, and employees to strengthen work relationships, drive morale, and improve productivity and retention.

• Act as an HR resource for business professional departments, offering guidance on available programs and services, facilitating issue resolution, and escalating concerns as appropriate.

• Cultivate a safe, positive, and productive work environment by collaborating closely with staff and leaders on sensitive and complex matters, working toward constructive and timely outcomes.

• Conduct regular check-ins with assigned teams, providing HR policy guidance and interpretation as needed, including coaching, counseling, career development support, and corrective action; leverage performance management tools to deliver meaningful feedback.

• Collaborate with the Business Professional Recruiting team on staff selection, ensuring candidates align with the culture and needs of the administrative department and the firm.

• Ensure consistent application of HR policies firm-wide; support maintenance of federal, state, and local compliance by monitoring legislative updates and proactively implementing required changes.

• Partner with department leadership on performance management matters; coach people managers through staff development and performance discussions, ensuring employees have clear expectations and actionable direction.

• Design and coordinate employee relations initiatives, development programs, and events, including new hire orientation, recognition, and other firm-supported programs.

• Develop and continuously improve HR policies and employee lifecycle processes in compliance with applicable federal, state, and local employment laws, leveraging technology to streamline workflows where appropriate.

• Under the direction of the Director of HR, manage and resolve complex employee relations issues by conducting thorough, objective, and well-documented investigations.

• Align HR strategies with broader business objectives in partnership with firm leadership; take full ownership of assigned deliverables and support execution of firm-wide initiatives.

• Lead new hire orientation for all incoming team members.

• Collaborate with the firm-wide Benefits Department to ensure employees receive accurate, timely information and that benefit programs are administered in accordance with established procedures.

• Manage all exit documentation and coordinate offboarding logistics for departing business professionals; conduct staff exit interviews and ensure compliance with established exit procedures.

• Partner with the Workday team to maintain accurate, timely employee data within the platform and manage employee records in alignment with firm records management practices and retention schedules.

• Maintain high-level confidentiality of firm and employee information.

Required Knowledge, Skills, and Abilities:

• Proven ability to build trust, influence outcomes, and cultivate productive relationships across all levels of the organization and with external partners.

• Demonstrated success in fostering a culture of diversity, inclusion, collaboration, and shared accountability.

• Exceptional leadership, strategic thinking, and time management skills.

• Proficiency in analyzing workforce data to inform strategic planning, identify trends, and support evidence-based decision-making.

• Strong problem-solving skills with the ability to identify issues, develop practical and creative solutions, and resolve conflict in a manner consistent with firm values and business objectives.

• Collaborative leadership style with the ability to operate effectively in a team-oriented environment, providing guidance and consultation across functions and levels.

• Sound judgment and discretion in navigating sensitive matters and maintaining strong, trust-based working relationships with administrative leaders and teams across the firm.

• Exceptional written and verbal communication skills, with the ability to clearly convey complex information and respond effectively to questions from attorneys, staff, and external stakeholders.

• Demonstrated ability to exercise tact, confidentiality, and good judgment when engaging with both attorneys and staff on sensitive or complex workplace matters.

• Positive, growth-oriented mindset that reflects and reinforces the firm's values and culture.

• High degree of flexibility and adaptability, with the capacity to manage competing priorities and lead through change in a dynamic, fast-paced environment.

• Strong organizational, prioritization, and project management skills to streamline processes and improve efficiency.

• Skilled at building productive internal and external relationships; effective both independently and as a collaborative team member.

• Proactive mindset focused on innovation and continuous improvement.

• Ability to balance multiple priorities, remain composed under pressure, and adapt to shifting demands.

• Strong commitment to client service, ethical conduct, and firm values.

• Demonstrated ability to self-manage and work independently in a remote, hybrid, and in-office settings.

Required Education:

• Bachelor’s degree or a combination of training, education, and experience to demonstrate the ability to perform the essential duties of the position.

Preferred Education:

• N/A

Certification(s):

• SPHR, PHR, SHRM-SCP, or SHRM-CP designation beneficial.

Required Qualifications:

• Minimum five (5) years of progressive Human Resources management experience, with a track record of growing responsibility and demonstrated impact across core HR functions.

• Substantial experience in direct people management and employee relations.

• Strong command of HR principles, practices, and procedures, including applicable federal and state employment laws and regulations.

Preferred Qualifications:

• Experience working within a legal or professional services environment preferred.

#LI-Hybrid

The Firm will comply with any applicable city or state workplace mandates in effect in regards to Covid-19. 

This position description is intended to describe the general content of and requirements for the performance of the job.  The statements contained in the position description are not necessarily all-inclusive and additional duties and responsibilities may be assigned as determined by business needs.

This position description does not constitute a written or implied contract of employment.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

By applying for this position, you agree and understand that Troutman Pepper Locke will process your Personal Information pursuant to the terms of our Worker and Applicant Global Privacy Notice. If you have questions about our data handling practices, or you are a resident of California, the United Kingdom, or the European Union and wish to exercise your privacy rights, please contact us at [email protected]. 

Equal Employment Opportunity
Troutman Pepper Locke adheres to a policy of equal opportunity and will make all employment decisions, which include hiring, promotion, transfer, demotion, evaluation, compensation and separation, without regard to race, color, religion, sex, age, sexual orientation, gender identity or expression, national origin, pregnancy, citizenship, disability, genetic information, marital or armed forces status and any other classification as protected by law.

Compensation is dependent on several factors, such as position, location, market, education, training, and/or experience.