Reed Smith LLP

Its lawyers provide litigation and other dispute resolution services in multi-jurisdictional and other high-stakes matters; deliver regulatory counsel; and execute the full range of strategic domestic and cross-border transactions.. The Manager will work closely with the firm’s Director of Legal Personnel, Assistant Director of Legal Personnel, Senior Manager Legal Personnel Projects, Practice Group Leaders, Office Managing Partners, and others to provide HR compliance guidance and advise on best practices throughout the employment life cycle.. Serve as HR Business Partner to Paraprofessional, E-Discovery and Staff Attorney Management Teams.. Support Timekeeper Promotion, Performance Management, Evaluation, & Compensation Processes.. Generate regular and ad hoc reports from various firm systems (including PeopleSoft) regarding timekeeper metrics.

flexible schedule

US Job Description Firm Information Reed Smith is a global relationship law firm with more than 1,700 lawyers in 30 offices throughout the United States, Europe, Asia and the Middle East. Founded in 1877, the firm represents leading international businesses, from Fortune 100 corporations to mid-market and emerging enterprises. Its lawyers provide litigation and other dispute resolution services in multi-jurisdictional and other high-stakes matters; deliver regulatory counsel; and execute the full range of strategic domestic and cross-border transactions. Reed Smith is a preeminent advisor to industries including financial services, life sciences, health care, advertising, entertainment and media, shipping and transport, energy and natural resources, real estate, manufacturing, technology, and education. For more information, visit reedsmith.com. Position Summary The Manager Legal Personnel Projects – U.S. (“Project Manager”) is responsible for assisting with a wide range of Human Resources issues relating to Reed Smith’s U.S. timekeepers (lawyers, paralegals, and other timekeepers) and provides critical data and reporting support for the Firm’s Legal Personnel functions. The Manager will work closely with the firm’s Director of Legal Personnel, Assistant Director of Legal Personnel, Senior Manager Legal Personnel Projects, Practice Group Leaders, Office Managing Partners, and others to provide HR compliance guidance and advise on best practices throughout the employment life cycle. Essential Functions Serve as HR Business Partner to Paraprofessional, E-Discovery and Staff Attorney Management Teams. Respond to general HR inquiries from Paraprofessionals, E-Discovery Attorneys and Staff Attorneys. Regularly meet with and advise the management teams for Paraprofessionals, E-Discovery Attorneys and Staff Attorneys to provide general HR compliance guidance, address performance management concerns, implement outplacement recommendations, assist with the administration of leaves of absence, accommodations, ramp up/ramp down, and alternate work arrangements, review exit interview surveys and escalate any employment issues to Director of Legal Personnel – US, and manage other aspects of the employment life cycle governed by the Firm’s policies. Review performance metrics and data (including utilization, leaves, ramp up, and so on) for HR issues and make recommendations to the management teams as needed for compliance and best practices.
Support Timekeeper Promotion, Performance Management, Evaluation, & Compensation Processes. Coordinate with Practice Group Leaders and Legal Operations to prepare supporting documentation for the Senior Management Team’s review of candidates for promotion. Provide data, metrics and administrative support for annual promotion, performance review and compensation processes for timekeepers at all levels of the Firm. Provide other reporting and support to Legal Personnel, Legal Operations, Practice Group Leaders, and the Global Leadership Team as requested.
Data Management & Auditing. Generate regular and ad hoc reports from various firm systems (including PeopleSoft) regarding timekeeper metrics. Calculate attorney metrics and benchmarks and respond to timekeeper’s inquiries. Conduct periodic audits of compensation, leaves, secondments, FTE changes, and other HR metrics for accuracy and compliance.
Procedure Management . Create and maintain procedures for Legal Personnel-related data functions. Assist with improvement of Legal Personnel procedures, paperwork and practices to ensure efficient operations.
Special Projects. Provide support to the Senior Manager Legal Personnel Projects and complete other special projects as assigned by the Director of Legal Personnel - US or others. Job functions included are not exhaustive and may be supplemented as necessary. Reed Smith reserves the right to revise or modify job functions at any time. Requirements Education: Bachelor’s degree in human resources, business administration, or related discipline. Advanced degree and/or professional certifications considered a plus. Experience: Minimum of 4-7 years of professional, substantive experience in Human Resources (at a law firm or other professional services environment is preferred). Skills: Knowledge, Aptitudes and Skills: Knowledge of human resources best practices.
Knowledge of the legal business.
Extensive experience with Microsoft Excel.
Working knowledge of HRIS systems.
Strong organizational skills with high level of customer service orientation.
Excellent listening skills and strong written and oral communication skills.
Ability to exercise sound judgement.
Influencing and persuading skills. Personal Attributes: Able to maintain the confidentiality of sensitive information.
Able to handle multiple competing priorities.
Well-developed interpersonal skills.
Able to build effective relationships at all levels.
Must be flexible and able to adjust one's style and approach depending upon the needs of an issue and the people involved. Other Pay Range for NY: $112,000-$142,600. 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 Supervisory Responsibilities: None. Equipment To Be Used: Personal computer and other office equipment such as telephone, calculator, fax, machine, copier, scanner, etc. Essential Functions: Ability to communicate effectively, orally and in writing. Ability to utilize technology, including computers and telecommunication devices. Keen problem-solving and troubleshooting abilities and solutions-oriented thinking. Ability to work long days as required. Ability to travel for meetings and training as required. Ability to sit/stand at a computer for long periods of time. Ability to analyze many variables and choose the most effective course of action. Ability to handle multiple tasks and diverse work problems on a daily basis and complete assignments within set timelines. Ability to exercise sound judgment to recommend and effectuate decisions. Ability to handle and diffuse stressful situations and interact with various personalities at all levels in the firm. Adaptability to changing sitations. Typical Physical Demands: Manual dexterity sufficient to operate standard office equipment. Typical Mental Demands: Able to work effectively in a fast paced environment. Make judgment decisions and adapt to changing work situations. Grasp and apply new ideas. Communicate with various personalities at all levels. Working Conditions: You will be required to work in the office a minimum of 2 days per week. The details of your weekly schedule will be discussed further with your direct supervisor. Occasionally called upon to work hours in excess of your normal daily schedule. 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.
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