Director Of Human Resources

Profile

Director of Human Resources

Responsibilities: In cooperation with the Chief Administrative Officer, project non-attorney staffing requirements. Develop, distribute, update, and maintain non-attorney policy and procedure manual. Assist Associate and Recruiting Committees on administrative matters when recruiting and hiring new and lateral attorneys. Assist and coordinate with the Diversity and Inclusion Committee in meeting their goals and objectives. Provide oversight and ultimate responsibility for the accurate and timely processing of the Firm’s payroll. Maintain and evaluate the Firm’s benefit programs. Maintain open enrollment module within the Firm’s HCM software and reconcile to the corresponding payroll deductions. Review monthly billings from insurance carriers for propriety of the bill and any and all adjustments required to individual coverage. Assist in annual review and evaluation of current insurance coverage and carriers and compare with other available options. In maintaining the Firm’s health insurance programs, the Director of Human Resources shall: Establish and maintain a system to ensure all current and new employees are familiar with the coverage provided for and/or offered by the Firm. Provide new employees with the required enrollment forms, etc. within the prescribed time periods. Assure timely communications of all relevant information to participants and dependents as prescribed by law. Monitor and/or assist participants with claims administration. Prepare and maintain Firm’s Workers’ Compensation Reports. Work with the CAO to manage and control costs of personnel-related areas. Maintain a system of communications for Firm-wide distribution. Maintain emergency information provided by personnel on the Firm’s HCM software. Maintain and monitor safe working conditions for all personnel. Develop and maintain company-wide general job descriptions for non-attorney positions. Recruit, select, interview and test prospective non-attorney job applicants. Recruiting may include advertisements, posting in-house, network resources and/or cooperation with employment agencies. The Executive Committee must approve employment agency fees. Interviewing may include telephone screening and/or personal interviews. Administration and evaluation of competency tests. Correspondence to candidates not selected for an open position. Establish and maintain an orientation checklist to be used in the processing of all non-attorney and attorney personnel being introduced to the Firm, which may include: Completing all employment forms required by law and processing information requested by Firm. Establish working channels for acquainting personnel with policy and procedures. Supervise the system for smooth transition into the work force of the Firm; Scheduling needed training (accounting systems, telephone, computer, etc.). Maintain personnel files for all attorney and non-attorney personnel. Establish and maintain checklist regarding what is required to be present in all personnel files. Maintain current information as required by checklist. Take pictures of all current and new employees for use in Firm photo album and introduction of new employees to the Firm. Determine, through consultation with the CAO and attorneys, secretarial and team assignments for attorneys. Monitor individual workloads and hours and recommend system to assign an equitable workflow, for both long- and short-term needs. Long-term attorney assignments to secretaries should be made in a manner that accomplishes an equitable workload among all secretaries (after considering relevant factors). Short-term reassignment of work may be required due to the absence of a secretary due to illness, vacation, or due to the temporary increase in an attorney’s work schedule or deadlines. Such reassignment of work must be accomplished with a minimal disruption to the assigned attorney and should keep with our prime goal of providing the highest quality legal services at a reasonable cost to our clients. Employee counseling on day-to-day or as-needed basis for personnel or job-related issues. Approval of leave requests and related scheduling of non-attorney personnel time off. Handle all incoming calls and inquiries for verification of employment, references, etc., in a professional and timely fashion. Implement and maintain a system for monitoring overtime and all time away from the office, including vacation time, sick leave, and leave pursuant to the Family and Medical Leave Act and communicate and confirm status, expectations and parameters to employees. In tandem with the CAO, hold regular non-attorney staff meetings to provide and promote open communication with the staff. Encourage a high level of staff morale and productivity. Provide a system for the continuing education of staff that may include: In-house training (structured or informal); Outside seminars; and/or After hours enrichment courses on a voluntary basis. Conduct exit interviews for departing staff members and provide references as requested. Recommend and/or establish written procedures to be followed in an employee termination. Develop and maintain time utilization records for non-attorney personnel. Conduct personnel evaluations for secretaries and assigned staff on a timely basis prior to the end of the fiscal year. Distribute evaluation forms to attorneys or supervisors in a timely fashion. Retrieval of evaluations and preparation of salary adjustment recommendations for review with CAO and/or LA liaison for presentation to the Executive Committee. Meet for review and evaluation with each employee. With guidance from the CAO, recommend annual salary adjustments and starting salary guidelines for Executive Committee approval. Keep informed of current industry trends in field of human resources and the law firm environment including participation in and evaluation of results of industry surveys and maintenance of salary schedule surveys relative to the geographical area and legal profession. Issue building access cards to all new employees and receipt of it upon termination. Supervise day-to-day staffing of receptionists assuring an efficient backup schedule is in place to cover absences due to vacation and/or illness. Attend Executive Committee meetings as requested. Plan and coordinate special events for and/or recognition of non-attorney staff including Holiday party, Administrative Professionals Day, Nyemaster service anniversaries, etc. as well as Firm-wide social functions (attorney or law clerk welcomes/farewells, open houses, retirements, etc. as requested). Other duties as may be assigned from time to time by the Chief Administrative Officer.

Additional Information

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Company info

Nyemaster Goode, P.C.
700 Walnut Ste 1600
Des Moines
Iowa
United States 50309-3899
Fax : 515-283-3108
Website : https://www.nyemaster.com/