Director: Human Resources (US)

Mayer Brown is an international law firm positioned to represent the world’s major corporations, funds, and financial institutions in their most important and complex transactions and disputes. We are recognized by our clients as strategic partners with deep commercial instincts and a commitment to creatively anticipating their needs and delivering excellence in everything we do.We are a collegial, collaborative firm where highly motivated individuals with an unwavering commitment to excellence receive the opportunity, support, and development they need to grow, thrive, and realize their greatest potential all while supporting the Firm’s client service principles of excellence, strategic partnership, commercial instinct, integrated strengths, innovation, and collaboration across our international firm.If you enjoy working with team members whose defining characteristics are exceptional client service, initiative, professionalism, responsiveness, and adaptability, you may be the person we are seeking to join our Human Resources department in our Chicago, New York office, or Washington, D.C. office as a Director: Human Resources (US).The Director: Human Resources (US) is a leadership role responsible for overseeing all aspects of human resources advisory services across the Firm’s 9 US offices. This position serves as a strategic partner to practice leaders and business services leaders, ensuring consistent, compliant, and effective HR support throughout the organization. Essential Functions:Oversees day-to-day HR advisory team tasks across all nine US offices, ensuring consistency in policies, procedures, and service deliveryContributes to the development of the global HR philosophy, principles and guidelines and implements across all US offices Works with HR peers to develop global and regional objectives and ensure HR generalist initiatives, policies and procedures are integrated to support the global HR strategyWorks with the People Experience team, US Practice Leaders, Office Managing Partners, and the CTO on engagement and retention strategies including work allocation, secondments and talent pipelineDevelops, implements, and maintains HR policies and procedures in compliance with federal, state, and local employment lawsPartners with payroll, benefits, and finance teams to ensure seamless HR administrationLeads continuous improvement initiatives to streamline HR processes and enhance operational efficiencyDevelops and maintains relationships with firm management to ensure that HR is seen as a business partner; gives guidance to the HR team on building business partner relationshipsServes as a trusted advisor to practice leaders and business services leaders on all people-related mattersOversees the full employee lifecycle, including onboarding, talent pipeline, performance, offboarding, and transitionsManages and enhances the firm's performance management processes, including annual reviews, goal-setting, and feedback mechanismsWorking with the HR Operations team, oversees and advises on secondment arrangements, including domestic and international placementsOversees leave of absence administration, ensuring compliance with FMLA, ADA, and state-specific leave lawsWorking with the General Counsel’s office, handles complex employee relations matters, including workplace investigations, conflict resolution, and disciplinary actionsProvides guidance on employment law compliance, workplace accommodations, and policy interpretationServes as a liaison between HR function and key stakeholders to ensure responsive and proactive HR supportCollaborates with the Learning & Development function to ensure an integrated approach to the development of US lawyers and business services employeesWorks with the HRIS, HR Projects, and HR Operations team to manage the annual performance management process for US lawyers, practice professionals and business services employeesCollaborates with the Compensation and Benefits teams in the roll out of annual programs e.g. the merit and bonus programsWorks with the Recruitment team to ensure a seamless recruitment and on-boarding process of all lawyers and business services staffEnsures that appropriate standards are maintained for US record keeping, applicant tracking data, verification of bar license, academic and identity credentials and personnel recordsLeads and supports in partner and employee communication and engagement initiatives across US officesImplements processes to ensure the proposal, approval, communication and implementation of new or revised HR policies is managed efficiently and consistentlyEnsures that US Practice Leaders and Office Managing Partners are briefed of all key HR initiatives and that their feedback is sought to ensure continuous improvement in HR activitiesLeads or participates in HR project teams as required; builds and maintains positive relationships with colleagues globally to deliver objectivesEnsures the US HR Advisory team maintains market awareness, analyzes implications and generates timely and cost-effective solutionsDefines team objectives and leads the team to meet themRepresents the firm with peers and develops external relationshipsEnsures the development of implementation of processes to enable continuous process improvement within the HR functionLeads, mentors, and develops a team of HR professionals, fostering a culture of excellence, collaboration, and continuous learningPerforms other duties as assigned or required to meet Firm goals and objectivesEducation/Training/Certifications:Bachelor’s degree in a related field. An equivalent combination of education and/or experience may be considered in lieu of the degree when the experience has been directly related to the functions of the jobProfessional Experience:Significant HR management experience, within a law firm supporting both lawyers and business services employeesMinimum of 10 years of HR experience, with at least 5 years in a senior HR leadership roleExposure to a wide range of lawyer related HR initiatives and programs. Experience of lawyer engagement and retention desirableAn experienced change manager who has managed complex projectsDemonstrated expertise in HR operations, employee relations, and employment law complianceExperience managing HR functions across multiple locationsSHRM-SCP, SPHR, or equivalent certification preferredTechnical Skills: Advanced knowledge of federal, state, and local employment laws, including FMLA, ADA, Title VII, FLSA, and state-specific regulationsProficiency with HR platforms, including PeopleSoft, Rival Onboarding, Microsoft Office Suite, preferredStrong data analysis and reporting capabilities, with the ability to leverage HR metrics to drive decision-makingExperience with performance management systems and learning management platformsKnowledge of immigration and visa requirements as they relate to secondments and employee mobilityFamiliarity with leave administration systems and accommodation processesUnderstanding of compensation structures and practices within the legal industryPerformance Traits:Strong written and verbal communication skills, able to communicate effectively and in a professional manner with all levels of the Firm and outside vendorsAbility to work in a team environment and effectively support the demanding needs of the FirmAbility to work under pressure, meet deadlines with shifting prioritiesMust be a self-starter with a high level of initiative, enthusiasm and energyStrong customer service skills, able to anticipate needs and exercise independent judgmentStrong attention to detail, organizational skills and the ability to handle multiple projects Maintains confidentiality and exercises discretionDemonstrable problem solving skills with the ability to facilitate problem solving discussionsAble to lead, motivate and develop a team to achieve objectives. Able to manage change, 'see the big picture' and contribute to the development of the HR global strategyA highly collaborative team player who leads by exampleResilient, flexible and adaptable to changing prioritiesAble to prioritize and manage tasks in a high-pressure environment and meet deadlinesCommitted to continuous improvement with strong project management skillsHigh level of personal integrityA global mind-set and an ambassador for the HR functionManagement Accountabilities:Manages processes for direct reports in regards to performance appraisals, annual compensation, goal setting and performance counsellingDemonstrated leadership and supervisory experienceOperational budget analysis and recommendationsConducts analysis of staffing levels and participation in the recruitment processAble to determine and implement change processes to improve workflow efficienciesProcess- and service-oriented with strong leadership and project management skillsAble to set priorities and delegate in an efficient mannerPhysical Requirements: May require travel to other offices as neededAvailability to attend weekend and evening eventsThe typical pay scale for this position in Chicago is between $221,000 and $318,000, in New York between $233,000 and $335,000, and in Washington, D.C. between $225,000 and $325,000, although the actual wage or salary could be lower or higher if the candidate’s education, experience, skills and internal pay alignment are different from those specified.The above is a general description of the essential duties associated with this position and does not represent an exhaustive or comprehensive list of all duties.The Firm may modify and amend this job description at any time at its sole discretion. Nothing herein creates a contract of employment or otherwise modifies the at-will nature of employment.We offer competitive compensation and comprehensive benefits, including medical/dental/vision/life/and AD&D insurance, 401(k) savings plan, back-up childcare and eldercare, generous paid time off (PTO), as well as opportunities for professional development and growth.Thank you for your interest in Mayer Brown. We are committed to providing equal opportunity and reasonable accommodations to applicants and employees with disabilities and disabled veterans. To request a reasonable accommodation related to the application process and/or job interview, please qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.#LI-HYBRID #LI-AH1

Created: 2026-02-06