Talent Advisor

Key Responsibilities

• Serve as a strategic advisor to department leaders, providing guidance on talent planning, organizational structure, and workforce development.
• Build strong relationships with leaders to understand business objectives and proactively identify opportunities to improve effectiveness and capability.
• Translate firm and department strategy into practical, integrated people plans that support both near-term priorities and long-term growth.
• Maintain a deep understanding of the departments supported to deliver tailored, value-added HR solutions.
• Partner with Talent Acquisition to support recruitment strategies aligned with departmental needs and the firm’s standards of excellence.
• Coach leaders and managers on performance management, feedback, career development, and leadership effectiveness.
• Guide departments through core HR processes, including performance reviews, compensation planning, promotions, and succession planning.
• Support identification and development of high-potential talent and emerging leaders.
• Partner closely with Employee Relations to address performance and conflict matters with discretion, consistency, and sound judgment.
• Advise leaders on sensitive employee relations issues, balancing risk mitigation with firm values and employee experience.
• Ensure policies and practices are applied equitably and in compliance with applicable employment laws.
• Lead and support organizational change initiatives such as restructures, team redesigns, and leadership transitions.
• Assess engagement and organizational health; identify trends, surface risks, and recommend targeted interventions.
• Partner with firm leadership to support diversity, inclusion, and opportunity initiatives and equitable talent practices.
• Act as a change agent by supporting communication, adoption, and sustainability of firm initiatives across departments.
• Collaborate closely with HR Centers of Expertise to deliver seamless, coordinated solutions.
• Serve as an HR voice on firmwide and cross-functional initiatives.
• Uphold the firm’s high standards for professionalism, client service, and confidentiality.

Qualifications

• Required: Bachelor’s degree in human resources, management, or related field (advanced degree a plus).
• Minimum of eight years of relevant HR experience, including at least five years in a senior-level HR generalist, HR business partner, or HR leadership role.
• Strong knowledge of employment law, HR best practices, and core people processes.
• Demonstrated ability to operate as a trusted advisor to senior leaders in a complex, matrixed environment.
• Excellent communication, interpersonal, and organizational skills with strong emotional intelligence.
• Prioritized judgment, discretion, and professionalism when handling sensitive matters.
• Technologically adept, committed to continuous improvement, and comfortable navigating change.
• Preferred: HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP).
• Experience in a law firm or professional services environment strongly preferred.
• Understanding of law firm operations and culture.