Human Resources Manager

Human Resources Manager

Position Overview
The Human Resources Manager is the primary HR contact for the Dallas office, responsible for ensuring smooth daily operations, high-quality employee support, and effective coordination with office leadership. This role oversees local HR processes, office communications, onboarding, employee engagement, and operational logistics, serving as a trusted advisor to the Office Administration Lead and Office Managing Partner.

In addition to Dallas office responsibilities, the HR Manager acts as an HR Business Partner to assigned business professional departments across the firm. In this capacity, the role provides strategic HR guidance, supports organizational development, facilitates performance management, advises on employee relations matters, partners on hiring, and drives HR initiatives that strengthen departmental performance and culture.

This position requires strong judgment, exceptional communication skills, and an ability to influence and collaborate effectively across a matrixed environment-without direct supervisory responsibilities.

Duties and Responsibilities

Primary Responsibilities:

Dallas Office

• Serve as the primary HR point of contact for the Dallas office, ensuring consistent delivery of HR services and operational support.
• Partner with the Office Administration Lead and Office Managing Partner on office operations, communications, and strategic planning.
• Manage local onboarding and integration activities, including new hire orientation, office setup, and cultural integration.
• Support office logistics related to employee communication, emergency notifications, weather-related closures, and crisis response coordination.
• Act as a resource for employees regarding HR policies, benefits, time off, accommodations, and workplace concerns.
• Coordinate the administration of leaves of absence, ADA accommodations, and related documentation for Dallas-based employees.
• Lead local employee engagement initiatives and contribute to building a positive and inclusive office culture.
• Coordinate with firmwide Talent teams (Attorney Recruitment, Attorney Talent, Benefits, Compensation, Talent Operations, and HR) to ensure consistent application of HR processes within the Dallas office.
• Serve as a representative of the HR function in local office meetings, events, and leadership discussions.
• Support local internship or office specific programs in partnership with the Talent Team.
• Maintain a high level of confidentiality, discretion, and professionalism in all interactions.

HR Business Partner Responsibilities:
Business Professional Departments

• Serve as a strategic HR Business Partner to assigned administrative departments, providing coaching, guidance, and data informed recommendations to managers.
• Support organizational design, workforce planning, and role clarity to drive efficiency and business alignment.
• Partner with BP Acquisition team by reviewing candidate qualifications, participating in interview processes, and advising on selection and compensation.
• Guide managers on performance management, including setting goals, conducting evaluations, facilitating feedback, and preparing development plans.
• Support employee relations matters by advising on complex issues, conducting investigations in collaboration with HR leadership, and ensuring fair, consistent application of policies.
• Deliver HR-related training programs, including compliance education, skills development, and management capability building.
• Collaborate with the Compensation team on job evaluations, salary adjustments, pay equity, and market alignment.
• Conduct exit interviews, monitor trends, and recommend solutions to improve retention and organizational health.
• Partner with HR colleagues on firmwide initiatives, process improvements, policy development, and change management efforts.

Secondary

• Performs other duties as assigned.

Working Conditions

• This role is primarily performed onsite in the Dallas office, following standard business hours and occasional time-sensitive demands.
• One remote workday per week may be permitted, subject to organizational needs.
• Occasional travel (less than 15%) may be required.

Minimum…