Talent Services Manager

Greenberg Traurig (GT), a global law firm with locations across the world in 15 countries, has an exciting employment opportunity for you. We offer competitive compensation and an excellent benefits package, along with the opportunity to work within an innovative and collaborative environment.
 
Join our Human Resources Team as a Talent Services (HR) Manager!
 
We are seeking a highly skilled professional who thrives in a fast-paced, deadline-driven environment. The ideal candidate possesses strong problem-solving and decision-making abilities, ensuring efficiency and accuracy in every task. With a dedicated work ethic and a can-do attitude, you will take initiative and approach challenges with confidence and resilience. Excellent communication skills are essential for collaborating effectively across teams and delivering exceptional client service. With a client-focused mindset and an initiative-taking approach, you will play a critical role in driving success, anticipating needs, and providing strategic solutions. If you are someone who demonstrates initiative, adaptability, and innovation, we invite you to join our team.
 
This role will be based in either our Dallas or Austin office. Regular in-office presence is required for day-to-day operations, as well as for team meetings, training opportunities, and relationship building. This role reports to the Jim Burns, Chief Talent Officer, as well as the local office Business Director.
 
Position Summary:
The Talent Services Manager partners with the Business Director to provide talent services, professional development and recruiting support to the Firm’s offices in the areas of performance management, training and development, employee relations, policy administration, and other areas within the Talent Services department.
 
Key Responsibilities:

• Responsible for recruitment and retention of staff and attorneys: sources, screens, and identifies candidates for employment; reviews applications, prepares offer letters, conducts reference checks, and administers background checks

• Conducts onboarding and new hire orientation for staff and attorneys

• Fosters an environment of engagement, culture, and opportunity among staff and attorneys

• Works with management and staff to identify ways to build morale, enhance engagement, and increase retention

• Provides guidance to employees on issues relating to Benefits, FMLA, STD/LTD, and Worker’s Compensation

• Provides guidance and input on workforce and succession planning on staff initiatives and also provides recommendations to the Attorney Recruiting team and Shareholders in terms of practice area growth

• Act as manager of the legal support staff ensuring they provide support to the attorneys

• Handles and resolves complex employee relations issues among attorneys and staff

• Provides support and coaching to managers on employee-related issues. (e.g., coaching, counseling, career development, disciplinary actions)

• Manages the annual performance management process for staff and associates, as well as Performance Improvement Plans and takes corrective actions where appropriate

• Assists and coach’s management in dealing with and documenting performance issues; participates in disciplinary meetings or separations

• Facilitates manager training; works with management team to conduct talent reviews and identify gaps; collaborates with departments and professional development to identify career paths and resources for training and skill development; and ensures all training requirements are completed

• Understands basic principles of compensation; makes salary recommendations and assists Business Director with annual salary and bonus administration

• Processes new hire and separation paperwork; makes HRIS transactions and ensures data integrity

• Ensures that necessary employment termination paperwork is completed

• Ensures recruitment, personnel, I-9 and EEO files are properly set up and maintained

• Develops and implements effective and efficient HR processes, practices, and procedures

• Interprets and administers policies; makes recommendation for policy changes where appropriate

• Provides HR policy guidance and interpretation; ensures compliance with federal and state laws

• Supports change management and the communication of related changes to the office

• Works on projects with Shared Services

• Administers the associate mentoring program and process

• Acts as a resource for staff and attorneys on their learning expectations and goals, including CLE compliance and registration for those licensed in jurisdictions with CLE requirements

• Works with the Hoffman Center and local Shareholders to develop and implement local training programs

• Liaises with local office management and the Career Development Liaison to assist with development and retention of legal talent

• Assists with other department activities as needed, and performs additional duties and responsibilities as assigned 

Qualifications:
 
Skills & Competencies

• Ability to establish credibility with staff, attorneys and executive management

• Excellent interpersonal and communication skills (oral and written), professional demeanor, and presentation

• Ability to work under pressure to meet strict deadlines and effectively prioritize multiple tasks

• Analytical with strong problem-solving skills, takes initiative and uses good judgment, excellent follow-up skills

• Provide outstanding client service, meet high quality standards for services and meet or exceed client expectations; proactive in seeking innovative ways in which to help others

 
Education & Prior Experience

• Bachelor's degree or equivalent experience in Human Resources, Business, Organization Development or related field

• Minimum of 10 years’ experience in Human Resources, business management, or related field preferably in a law firm environment or professional services organization, including prior management/supervisory experience

• Professional in Human Resources (PHR/SPHR) or SHRM-CP/SCP certification preferred

• Demonstrated experience recruiting and understanding of best practices in Human Resources a plus

• General knowledge of employment laws and practices

• Strong understanding of benefits and compensation programs and other Human Resources programs

 
Technology

• Experience with ATS and HRIS systems, preferably with Workday

• Proficiency in Windows-based software and Microsoft Office Suite applications, including Word, PowerPoint, Excel, and Outlook as well as Adobe

• Exceptional computer skills with the ability to learn new software applications quickly

GT is an EEO employer with an inclusive workplace committed to merit-based consideration and review without regard to an individual’s race, sex, or other protected characteristics and to the principles of non-discrimination on any protected basis.