Firm Information
Reed Smith is a dynamic international law firm dedicated to helping clients move their businesses forward. With an inclusive culture and innovative mindset, we deliver smarter, more creative legal services that drive better outcomes for our clients. Our deep industry knowledge, long-standing relationships and collaborative structure make us the go-to partner for complex disputes, transactions and regulatory matters.
Our team of 3,000 people (including more than 1,600 lawyers) across more than 30 offices in the United States, Europe, the Middle East and Asia, operate as one global partnership to drive progress for our clients, for ourselves and for our communities.
Position Summary
The Director of Legal Personnel & Compliance – U.S. (DLP) is responsible for handling a wide range of personnel issues relating to Reed Smith’s lawyers, paraprofessionals and non-lawyer timekeepers in the U.S. The DLP works closely with the firm’s Chief Human Resources Officer, Global Head of Legal Personnel, Department Chairs and Vice-Chairs, Practice Group Leaders, the Chief Legal Officer and others to provide HR guidance and advise on best practices throughout the employment life cycle.
Job Duties and Responsibilities
- Process Development and Optimization. Actively coordinate with all levels of firm management as well as administrative stakeholders, including Legal Operations, Recruiting, Learning & Development and Alumni, to develop and refine HR processes and policies that align with the goals and objectives of the business, and then oversee implementation of same.
- Performance Management. Work closely with and provide HR guidance to Practice Group Leaders on issues such as underperformance and misconduct. Provide guidance on best practices to address performance concerns. Evaluate requests to terminate the employment of a timekeeper and obtain necessary approvals. Prepare Practice Group Leaders/Managers for termination meetings and participate in those meetings as necessary. Draft separation agreements, negotiate terms, and have follow-up discussions with impacted individuals.
- Performance Evaluation Process. Oversee the performance evaluation process for U.S. Associates, paraprofessionals and other timekeepers. Assist Practice Group Leaders and evaluators with associate advancement decisions.
- Associate Compensation. Manage and implement the annual associate compensation process for U.S. Associates.
- Investigations. Conduct confidential investigatons into HR complaints or otherwise support the investigation process by providing research or data or assisting in the preparation of an investigation report.
- Training. Coordinate with vendors for legally-required trainings and conduct training on a variety of topics including proper workplace behavior, workplace violence, attorney metrics, and timekeeping compliance.
- Secondments. Oversee the HR aspects of client secondments.
- Accommodation/Alternative Work Arrangements. Oversee accommodation and alternative work arrangement requests for U.S. timekeepers.
- Timekeeper Departures. Oversee all administrative and operational issues associated with timekeeper departures, including ensuring that Practice Group Leaders have the information necessary to manage the departure, coordinating the exit process across departments (including IT and local opeartions), and managing requests to transition personal files from the firm’s systems.
- Compliance. Coordinate with the US Director of Human Resources and firm management to update firm HR policies as well as required notices and forms for legal compliance and to meet the needs of the business
- Risk Management. Play an advisory and/or implementation role on various risk management issues that arise.
- Legal Proceedings. Provide support to the Chief Legal Officer, CHRO, and outside counsel on legal proceedings involving timekeepers.
- Special Projects. Complete and/or provide support to the CHRO and others on special projects.
Job duties and responsibilities included are not exhaustive and may be supplemented as necessary. Reed Smith reserves the right to revise or modify job duties and responsibilities at any time.
Requirements
Education: J.D. degree preferred; extensive experience in legal personnel management may substitute.
Experience: A lawyer with an employment law background and at least 10 years of experience.
Skills:
- Advanced knowledge of U.S. employment law and human
- Strong leadership, management, and organizational skills, with a high level of customer service orientation.
- Proven analytical ability and ability to influence decision-making processes.
- Excellent written oral communication skills.
- Ability to exercise sound judgment.
- Ability to handle multiple competing priorities.
- Well-developed interpersonal skills.
- Ability to build effective relationships at all levels.
- Must be flexible and able to adjust one’s style and approach depending upon the issue and the people involved.
Other
Supervisory Responsibilities: Oversees the Legal Personnel team which currently consists of Assistant Director of Legal Personnel, Legal Personnel Compliance Manager, Manager of Legal Personnel Projects and Legal Personnel Specialist.
Equipment To Be Used: Personal computer and other office equipment such as telephone, calculator, fax, machine, copier, scanner, etc.
Essential Job Functions:
- Ability to work in a fast-paced environment.
- Ability to make judgment decisions and adapt to changing situations.
- Ability to effectively communicate with various personalities at all levels.
- Exceptional organizational and time management skills.
- Keen problem-solving and troubleshooting abilities and solutions-oriented thinking.
- Must be able to travel for meetings or training as necessary.
- Must be able to sit and/or stand for long periods of time.
Working Conditions: You will be required to work in the office a minimum of 2 days per week. Occasionally called upon to work hours in excess of your normal daily schedule. The details of your weekly schedule will be discussed further with your direct supervisor.
Pay Ranges: This represents the presently-anticipated low and high end of Reed Smith’s pay range for this position. Actual pay may vary based on various factors, including but not limited to location and experience.
- Pittsburgh / Miami / Dallas / Houston / Austin: $220,000 – $270,000
- Chicago / Philadelphia: $235,000 - $290,000
- Washington, DC / Princeton NJ: $250,000 – $300,000
Benefits Package Overview:
- 401k Plan
- Medical
- Health Savings Account
- Virtual Health
- Dental
- Vision
- Accident
- Hospital indemnity
- Critical illness
- Life insurance
- Short term disability
- Long term disability
- Flexible Spending Accounts
- Lyra Health EAP
- Paid Family Leave
- College Savings Plan
- Transportation benefit
- Back-up Child Care
- College Coach
- Pet insurance
- Paid sick time
- Vacation time
Reed Smith offers a challenging work environment, business casual dress code and a total compensation package that includes a competitive salary, flexible benefits program, tuition assistance, and generous 401 (k) plan.
Reed Smith is an Equal Opportunity Employer. Reed Smith's success depends heavily on the effective utilization of qualified people, regardless of their race, ancestry, religion, color, sex, age, national origin, sexual orientation, gender identity and/or expression, disability, veteran's status, or any characteristic protected by law. As a firm, we adhere to and promote equal employment opportunity for all.
Reed Smith provides reasonable accommodations for persons with disabilities, including in the application and interview process.
Qualified candidates only. No search firms.
