Hinshaw & Culbertson LLP is a national law firm with approximately 550 lawyers. Founded in Chicago in 1934, the firm now has 26 offices in 16 states. Hinshaw, headquartered in Chicago, is seeking its next Chief Human Resources Officer. Reporting directly to the COO, the CHRO is responsible for providing the human resource vision, strategic direction, and leadership for the entire organization, comprising over 1,000 employees. Responsibilities are broad-based and include HR Strategy and execution, organizational development, succession management, training & development, employee relations, talent management, compensation, and benefits. The CHRO will also be responsible for designing and implementing programs, policies, and strategies to support the firm's growth and ongoing transformation. We are seeking an HR Leader who can drive transformational change, inspire exceptional leadership, and build a world-class human resources organization. If you are looking for the next step in your career and have the drive and experience to lead the HR function of a mid-sized law firm, this could be the opportunity for you! This position is open to candidates in any Hinshaw & Culbertson office nationwide, including key locations across Illinois, New York, California, Florida, Massachusetts, Rhode Island, Minnesota, Texas, Arizona, Wisconsin, Indiana, and Missouri. Essential Duties & Responsibilities: Strategic Contributes to the execution of the strategy and continued improvement of the business through the implementation of innovative but practical human resource policies and programs. Serves as a trusted advisor to the Chairman, COO, and the firm leadership team on organizational structure, teammate morale, and culture. Works closely and partners with the leadership team, actively involved in the company’s strategic plans for growth. Establishes metrics to measure the effectiveness of the HR function in contributing to the bottom-line performance of the firm and meeting the needs of constituents across the organization. Works with Operations leadership to diagnose, develop, and implement companywide training and development programs, coordinating internal and external training efforts. Works with the Leadership Team on talent attraction and retention for key positions. Familiar with technology that supports HR, including HRIS, Benefits Admin, investments, applicant tracking, drug and background checks, salary ranges, performance management, and succession. Compliance Administration Conceives, develops, and directs the establishment of human resource policies and procedures and coordinates the interpretation and application of these policies at all locations. Directs the administration of wage and salary policies and structures, recommends changes in policies and structure, develops policies to meet compensation objectives, and participates in the design of executive compensation plans. Works closely with operations and finance on bonus and incentive plans for all employees. Develops, directs, and coordinates the implementation of company policies to ensure compliance with relevant government regulations, including those related to equal opportunity, immigration, and ADA. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. This includes interviewing, hiring, directing work, appraising performance, addressing complaints, and resolving problems. Compensation/Benefits Designs and recommends company strategy on all benefits (medical, dental, investment, voluntary, etc.) to ensure we target goals to address the entire employee population (hourly to executive). Plans, directs, evaluates, and manages total reward plans within the company; seeks partners, technology, and resources to optimize reach to the employee base and minimize internal administrative support requirements. Develops and manages performance management. Provides direction, leadership, and development of human resource staff. Responsible for the implementation of legal practices, such as retention and severance agreements, to protect the firm. Look for ways to improve engagement and the employment process, including talent management, morale, retention, new hire processing, benefits communication, and termination procedures. Recruiting and Talent Development Oversee and direct an integrated recruiting and talent-development strategy that advances the Firm’s mission and long-term strategic objectives. Serve as a trusted business adviser to Firm leadership, providing data-driven insight into emerging trends, market conditions, and best practices in attorney recruiting and professional development. Design and implement cohesive short- and long-term initiatives to attract, select, and retain exceptional legal talent across all offices and practice groups. Lead, mentor, and inspire the recruiting and development team, ensuring seamless execution of all sourcing, interviewing, onboarding, and professional-development logistics. Employment Responsible for creating an atmosphere where people understand and embrace the mission and values of the firm and carry these through in how business is conducted every day. Creates a performance mindset and clear accountability throughout the organization. Develops, directs, and coordinates the firm's talent management, including selection criteria, placement, and promotion criteria. Focus on minimizing the company's liability exposure related to employment issues. Responsible for managing the HR department budget and providing strong guidance to functional areas regarding talent and payroll management. Responsible for the implementation of legal practices such as retention and severance agreements to protect the company. People Management Supervision of HR Team - sets goals and holds people accountable for results. Complies with and enforces all policies and procedures. Coordinates activities to streamline, automate, and maximize the efficiency of all processes. Shares lessons learned and best practices. Performance management of Human Resources personnel, including reviews, corrective action, mentoring, development plans, and performance improvement plans. Minimum Qualifications: Ten or more years’ experience in a Law Firm as a results-oriented leader with a record of building and leading human resources approaches that further business strategies and create competitive advantage. Proven track record of leading and managing an HR department. Experience with multi-state locations, including California. Strong working knowledge of Word, Excel, and PowerPoint. Ability to communicate effectively at all levels of the organization. Ability to listen and understand others’ positions as well as clearly and concisely articulate his/her own views and ideas. Proven experience as a human resource generalist with demonstrated experience in developing programs that positively impact organizational effectiveness, change management, succession planning, and talent management. Experience as a trusted advisor, confidant, and consensus builder to the Leadership Team. Big picture thinker who understands vision and strategy but is also hands-on, who can get things done. Ability to manage multiple priorities with a detailed focus. Proven solid experience and judgment to plan and accomplish goals. Strong organization and planning skills Adaptable, flexible and feels comfortable in a fluid environment. Hands-on management style, with the ability to plan and schedule the work of others. Plans, develops, organizes, implements, directs, and evaluates the company’s Human Resources function and performance. Develops, recommends, and oversees department budgets. Provides input to the executive team regarding compensation program design. Analyzes wage and salary reports and data to determine the effectiveness of compensation plans. Oversees compensation administration. Oversees the planning and delivery of company-wide training, with a focus on human resources, technical, and management training for the operations team. Acts as executive-level advisor on human resources issues to other executives and all levels of employees throughout the firm. Collaborates with the executive team to develop management development strategies and programs. Develops human resources planning models to identify competency, knowledge, and talent gaps, and develops programs to fill these gaps. Oversees the development and modification of benefit plans that appropriately balance the financial needs of the firm with employee retention. Maintains current knowledge and understanding of regulatory, industry trends, current practices, new developments, and applicable laws regarding human resources in all states in which the firm maintains operations. Some travel may be required. Estimated $280,000 to $315,000. Any offered salary is determined based on internal equity, internal salary range, market data, the applicant's skills, relevant experience, degrees, and certifications. Please note that only candidates selected for an interview will be contacted. Hinshaw & Culbertson LLP is an Equal Opportunity Employer (EOE/AA). It does not discriminate in employment practices based on age, race, color, religion, gender, sexual orientation, gender identity, national origin, veteran status, or disability status. We are committed to fostering an inclusive and diverse workplace. Kindly note: Direct applicants only. This position is not accepting recruiter candidates.

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