Associate Director of Human Resources

Job Description

Associate Director of Human Resources

Position Type:   

Full Time

Exempt

Hybrid Flexible (work in the office for 1 - 3 days, as needed, on a flexible schedule.)

Location:         Los Angeles

Residency Requirements: 

Washington D.C.: For all positions based in the Washington, D.C. office, residency within Washington D.C., Maryland or Virginia and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Los Angeles and San Francisco Offices: For all positions based in the Los Angeles and San Francisco offices, residency within the state of California and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Salary Range:         $156,000.00 - $200,000.00 *

*The salary range is the one that Munger, Tolles & Olson LLP reasonably expects to pay for this position.  The salary range does not guarantee, obligate, nor set expectations of an applicant’s wage in the event of hire.  The posted range is only one component of Munger, Tolles & Olson LLP’s Total Rewards package.

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The Associate Director of Human Resources is responsible for the day-to-day leadership and management of the Human Resources function. Working in close partnership with the Director of Human Resources, this role oversees Talent Management, Recruiting, Benefits, Compensation, and HR Operations to ensure programs, services, and processes are delivered effectively and consistently.

The Associate Director of Human Resources leads the HR leadership team, drives execution of departmental priorities, supports operational and organizational initiatives, and ensures alignment across HR functions. This role serves as a key resource to HR leaders and firm management, helping solve problems, remove obstacles, and maintain the effective operation of the Human Resources department.

Job Functions & Responsibilities

HR Leadership & Department Management

• Provides leadership and oversight for the Human Resources function, including Talent Management, Recruiting, Benefits, Compensation, and HR Operations.
• Leads, develops, and mentors members of the HR leadership team.
• Establishes departmental priorities, service standards, and performance expectations in partnership with the HR Director.
• Ensures alignment, collaboration, and accountability across HR functions.
• Assist with budgeting and expense tracking.
• Manage and oversee all department functions in Director’s absence. 

Operational Leadership & Program Oversight

• Oversees the effective delivery of HR programs, services, and processes across the firm.
• Monitors departmental performance, service delivery, resource allocation, and operational effectiveness.
• Ensures HR policies, procedures, and practices are implemented consistently and effectively.
• Reviews HR metrics, workforce trends, and operational reporting to support decision-making and continuous improvement.
• Identifies and addresses operational challenges, risks, and service gaps.

Employee Relations, Compliance & Risk Management

• Provides guidance on complex employee relations matters, workplace investigations, policy interpretation, and compliance issues.
• Reviews significant employee relations matters and corrective action recommendations.
• Supports compliance initiatives, audits, reporting requirements, and governance activities.
• Partners with HR leadership to ensure compliance with applicable laws, regulations, and firm policies.

Strategic Initiatives & Continuous Improvement

• Leads cross-functional HR projects and departmental initiatives.
• Oversees implementation of new programs, systems, technologies, and operational improvements.
• Drives process improvements that enhance efficiency, consistency, scalability, and service quality.
• Supports organizational and departmental change initiative.

Other duties as assigned.

Tools

• Microsoft Office applications, specifically Word, Excel and PowerPoint
• HRIS - Workday
• LMS

Minimum Job Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related discipline; or equivalent combination of education and relevant experience.
• Professional certification preferred (SHRM-SCP, SPHR, SHRM-CP, PHR, or equivalent).
• 10+ years of progressive Human Resources experience, including significant leadership responsibility across multiple HR disciplines.
• Demonstrated experience leading HR professionals and managing managers or senior-level individual contributors.
• Experience overseeing multiple Human Resources functional areas, including talent management, employee relations, talent acquisition, compensation, benefits, operations, or organizational development.
• Demonstrated ability to influence senior leaders and serve as a trusted advisor on complex people and organizational matters.
• Strong knowledge of employment law, Human Resources best practices, compliance requirements, and workforce management principles.
• Experience leading organizational change, strategic initiatives, and cross-functional projects.
• Strong business acumen with the ability to align people strategies with organizational objectives.
• Exceptional leadership, communication, relationship-building, facilitation, and coaching skills.
• Strong analytical, organizational, and problem-solving abilities.
• Experience developing, implementing, and improving Human Resources programs, processes, and service delivery models.
• Demonstrated experience managing budgets, staffing plans, and operational resources.
• Ability to maintain discretion, professionalism, and sound judgment when handling sensitive matters.
• Law firm or professional services experience strongly preferred.

Physical Demands

Writing, typing, reading, speaking, hearing, seeing, sitting, bending, reaching, lifting up to 25 lbs.

Working Conditions

Quiet office environment in a high-rise building, seated the majority of the time

Direct Reports

Yes

Competencies

• Communicates effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Being resilient: Rebounding from setbacks and adversity when facing difficult situations.
• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
• Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.

•  Customer focus: Building strong customer relationships and delivering customer-centric solutions.
• Drives results: Consistently achieving results, even under tough circumstances.
• Situational adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations.

The Associate Director of Human Resources role is an amazing opportunity available on our team of professionals at Munger, Tolles & Olson, LLP! We offer competitive pay, benefits and an opportunity to make an impact in today’s world.

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About Munger, Tolles & Olson

Munger, Tolles & Olson has topped The American Lawyer’s A-List a record eleven times, and maintains the highest average A-List ranking in the history of the award.

We strive to hire only the most qualified and creative lawyers. We believe that clerkships provide valuable experience. In this regard, nearly 75% of our lawyers and over 80% of our litigators served as law clerks to federal or state judges and sixteen attorneys were clerks to U.S. Supreme Court Justices. We recruit and retain the best professional talent to support our Attorneys with a focus on service and excellence. We have a full spectrum of functional positions including Information Technology, Information Security, Accounting, Human Resources, Legal Support, and Marketing.

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MTO is an equal opportunity employer and does not discriminate in employment on the basis of race, including but not limited to hair texture and protective hairstyles (for example, braids, locks, and twists), color, ethnicity, religion, gender, gender identity or expression, pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth and breastfeeding, marital or domestic partner status, parental or family care status, national origin, ancestry, age, sexual orientation, disability or medical condition, genetic characteristic, political affiliation, military or veteran status, or any other characteristic protected by federal, state or local law.  It is the policy of Munger, Tolles & Olson LLP to prohibit discrimination, unlawful harassment (including sexual harassment), and retaliation.  This commitment prohibits such conduct by any individual involved in MTO’s operations and by anyone doing business with or on behalf of Munger, Tolles & Olson LLP.

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We are a talent-first Firm and are always looking for great people. We encourage you to apply even if the level of this position is not an exact match to your qualifications. This may not guarantee your placement into the opening; however, it is always worth exploring if there is an opportunity for the future.

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Munger, Tolles & Olson LLP (MTO) does not accept unsolicited resumes from 3rd parties or agencies.  Any unsolicited resumes and profiles received from 3rd parties or agencies will be considered property of MTO and no fees will be due or paid.  If you wish to become an approved Agency with MTO, please contact a member of the MTO Talent Acquisition Team.