The Director of Human Resources leads the firm’s human resources strategy and operations for attorneys and business professionals across all five Furn offices (Downtown Los Angeles, Oakland, Sacramento, San Diego, and West Los Angeles). This role oversees talent management, employee relations, performance management, non-attorney recruiting, compensation and benefits administration, and non-attorney professional development initiatives.

The Director works closely with firm leadership to build and sustain a high-performing, collaborative workplace grounded in professional excellence, accountability, inclusion, and mutual respect. The position serves as a strategic advisor to leadership while ensuring consistent, compliant, and effective HR practices throughout the firm.

ESSENTIAL FUNCTIONS
The position’s essential functions include, but are not limited to the following:

• Develop, implement, and maintain HR policies, procedures, and practices to ensure compliance with federal, state, and local laws and regulations;
• Partner with Human Resources team, Directors, and firm leadership to ensure policies and procedures are practical, effective, and consistently applied across offices and departments;
• Work closely with firm leadership, and when needed, outside counsel, on internal investigations, progressive discipline plans, and terminations;
• Provide guidance to the HR team on the implementation and administration of benefit plans, policies, and procedures to ensure compliance with Firm plans and federal, state, and local laws;
• Prepare HR annual budget as well as long-term fiscal plans;
• Direct the development, implementation, and adherence to budgets and systems to achieve operating and financial objectives;
• Work with the Firm’s Executive Director, Principals, Practice Group Leaders, Directors, and Managers to proactively assess and address personnel issues and determine appropriate course of action;
• Provide counseling and leadership coaching, performance guidance, and conflict resolution support to Managers and employees;
• Oversee and facilitate the recruiting and hiring process for non-lawyer business professional positions across all offices;
• Obtain necessary approvals and determine hiring strategy for approved positions;
• Oversee candidate screening, background investigations, onboarding, and new hire orientation processes;
• Oversee and administer the performance management process for attorneys and business professional staff;
• Administer annual salary and bonus review for business professional staff;
• Oversee preparation of materials and conduct administrative orientation for new hires;
• Manage employee departures, including exit interviews, transition processes, and related documentation;
• Travel to all  offices as needed to support business and operational objectives;
• Work effectively in a fast-paced environment involving shifting priorities, sensitive matters, and multiple concurrent projects, and extended hours as needed;
• Foster productive and cooperative working relationships across the firm through professionalism, sound judgment, discretion, and responsiveness;
• Maintain regular, reliable, and punctual attendance; and
• Perform additional responsibilities as assigned.

Management retains the right to add to or change the functions of this position at any time.
OTHER FUNCTIONS
· Maintain current knowledge of human resources practices, employment law developments, and industry trends;
· Participate in professional organizations and maintain external professional relationships and resources;
· Pursue ongoing professional growth and development; and
· Perform other duties as assigned.

QUALIFICATIONS
The following qualifications are required unless otherwise noted:
· Bachelor’s degree required, graduate or advanced degree preferred;
· Professional certifications preferred, including SHRM, HRCI, CLM, CEBS, or similar credentials;
· Minimum of 8 to 10 years of progressive human resources leadership or employment law experience, preferably within a professional services or law firm environment;
· Strong judgment and demonstrated experience in employee relations, coaching, conflict resolution, and organizational leadership;
· Ability to build credibility and work effectively with individuals across varied backgrounds, roles, and levels of responsibility;
· Excellent written and verbal communication skills, including a strong command of grammar, spelling, and business writing;
· Ability to manage multiple priorities and respond effectively in a fast-paced environment;
· Strong analytical, problem-solving, and decision-making skills;
· Ability to work independently and exercise discretion with confidential and sensitive matters; and
· Proficiency with Microsoft Office applications and demonstrated use of various human resources systems and technologies, such as HRIS/payroll, performance evaluation, and background check software.

If you are interested in this role, email your resume to Jill Tomarken: jtomarken@friedmanwilliams.com. Thank you!