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DLA Piper · 5 months ago

Strategic HR Advisor

Austin, TX

Full-time

Hybrid

Senior Level, Lead/Staff

10+ years exp

DLA Piper is a bold and collaborative firm that values its people as its backbone. The Strategic HR Advisor plays a crucial role in aligning business objectives with human resources, serving as a consultant to senior leaders and management teams while implementing HR strategies to foster growth and a high-performing culture.

AdviceLaw EnforcementLegalProfessional Services

No H1B

U.S. Citizen Only

Responsibilities

Strategic Partnership: Establish strong relationships with practice group leaders to understand current and future challenges and proactively develop HR solutions. Collaborate with senior leadership to develop and execute HR strategies to address and resolve leadership-identified issues

Organizational Development: Assess business units’ structures, processes, and culture; identify and suggest areas for development and facilitate change management initiatives to improve practice group effectiveness

Employee Relations: Serve as a trusted advisor on complex employee relations issues, fostering a positive, inclusive, and high-engagement work environment. Guide the resolution of workplace conflicts and support lawyers in performance management. Advise leaders on employee disciplinary actions, terminations, and employment law compliance

Policy Development & Compliance: Interpret and implement HR policies and procedures in line with legal requirements and best practices. Monitor compliance and recommend enhancements as necessary

Data-Driven Decision Making: Analyze HR metrics and trends to inform business decisions, drive continuous improvement, and report insights to leadership to make decisions on leverage, talent development, talent acquisition and talent integration support needs

Learning & Development: Partner with Learning & Development teams to assess training needs and design programs that enhance employee skills and drive career growth

Change Management: Support leaders, lawyers and employees through periods of change, ensuring effective communication, stakeholder engagement, and alignment with organizational goals

Know Your Talent: Lead bi-annual talent discussion process for all associates and attorneys in each practice group to capture talent profiles for every non-partner lawyer, identify opportunities for development, close skill gaps, and optimize leverage

Deliver HR to Practice Groups: Serve as a point-person and trusted advisor for PG leaders and partners to directly navigate HR support and resources as needed. Deliver key HR and Talent updates to PG and sub-group PG leaders during regular meetings with their leadership teams and partners

HR Benchmarking: Source, obtain and analyze benchmark data from Vault, American Lawyer, Chambers, et al for practice groups against internal metrics (leverage, turnover rates, hiring metrics) to assess current talent metrics and engagement against peers. Identify, design, and implement tools for PG leaders to track department or practice group health against overall strategy

Team Management: Manage the aligned HR Business Partner – including leading, coaching, mentoring, and inspiring the professional development of the HRBP. Set clear performance expectations and provide performance feedback on a regular basis

Other duties as assigned

Qualification

Strategic HR AdvisoryEmployee RelationsData-Driven Decision MakingChange ManagementHR Policy DevelopmentLearning & DevelopmentHR Metrics AnalysisLabor Law KnowledgeCommunication SkillsProblem SolvingRelationship BuildingEmotional IntelligenceCollaboration

Required

Bachelor's Degree in Human Resources, Business Administration or related field

10+ years of progressive HR experience, including at least 3 years in a strategic business partner or comparable advisory role

Great written and verbal communication and presentation skills

Demonstrated ability to influence senior leadership by building trust, collaborating and aligning to vertical practice group strategies

Superb problem-solving skills and ability to transition complex people issues into operational plans

Ability to read and interpret dashboards and reports containing complex data

Understanding of HR analytical techniques

Familiarity with data collection methods, both quantitative and qualitative

Ability to set up and track relevant metrics and KPIs and use them to drive business results

Knowledge and/or experience with national and regional labor law, and tax and social security regulations

Good grasp of HRM techniques and excellent people management skills

Excellent mentoring and relationship building skills

Business Acumen: Understand the firm's business model, operations, and strategic goals; work with PG leadership to develop and implement their strategies and initiatives in alignment to the firm's

Relationship Building: Build trust and rapport with leaders and employees at all levels

Problem Solving: Identify root causes of issues and develop pragmatic solutions

Influence & Impact: Persuade others to support initiatives, balancing stakeholder needs and organizational priorities

Change Leadership: Champion change and help others adapt in dynamic environments

Analytical Thinking: Use data to drive decisions and measure outcomes

Emotional Intelligence: Demonstrate self-awareness, empathy, and strong interpersonal skills

Results Orientation: Deliver high-quality outcomes and meet commitments

Collaboration: foster positive work relationships with leadership, HR and firm peers

Produce deliverables, answer phone calls, and reply to correspondence in an efficient and responsive manner

Provide timely, accurate, and quality work product

Successfully meet deadlines, expectations, and perform work duties as required

Comply with all firm policies and practices

Engage in both physical and sedentary activity, such as (a) working at a computer for extended periods of time, including on-screen reading and typing; (b) participating in digital/virtual conference calls; (c) participating in meetings as needed

Ability to work under pressure and manage competing demands in a fast-paced environment

Preferred

Master's Degree

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP) and/or SHRM Senior Certified Professional (SHRM-SCP) or equivalent certifications preferred