Director of Human Resources

**Director of Human Resources** Wheeler Trigg O’Donnell (“WTO”) was established in 1998 and currently numbers more than 100 lawyers. The firm represents sophisticated clients in high-stakes civil trials, appeals, and related litigation ranging from complex commercial to class actions to catastrophic torts. WTO lawyers have taken more than 1,100 trials and arbitrations to verdict or award and hundreds of appeals to opinion in 45 states and Washington D.C., with exceptional results for our clients. **Summary/Objective** Wheeler Trigg O’Donnell is seeking a Director of Human Resources. If you are looking for a senior leadership position with a seat at the table, you’ve found it. The Director of Human Resources provides strategic direction and trusted advice & counsel on all matters related to professional staff, including workforce planning, performance management, compensation, culture, engagement, and employment risk. The role oversees the firm’s HR operations, payroll, benefits, policies, and HR systems, while also shaping people strategies that support the firm’s long‑term success and high‑performance culture. Reporting to the Chief Talent Officer, the Director of Human Resources works closely with firm leadership, department heads, and external advisors to ensure the firm attracts, develops, retains, and supports exceptional professional staff and continues to operate with integrity, sound judgment, and legal compliance. **Key Responsibilities** **Strategic Leadership & Advisory Role** - Serve as a trusted advisor to firm leadership on professional staff talent, performance, engagement, and organizational health. - Partner with leadership on workforce planning, succession planning, and organizational design to support firm priorities and growth. - Provide thoughtful guidance on sensitive and high‑risk employment matters, balancing empathy, accountability, and risk management. - Anticipate emerging talent, compliance, and engagement challenges and recommend proactive solutions. **HR Operations, Payroll & Benefits** - Provide executive oversight and governance of all HR operations, including payroll, benefits, HR systems, employee data, and reporting. - Ensure accurate, timely payroll processing and compliance with applicable federal, state, and local laws and firm policies. - Oversee benefits programs and vendor relationships, including health, retirement, leave, and wellness offerings. - Continuously assess and improve HR infrastructure, systems, and processes to support scalability, efficiency, and positive employee experience. **Employee Policies, Compliance & Risk Management** - Maintain and steward employee policies, the employee handbook, and HR procedures. - Ensure firmwide compliance with employment laws and regulatory requirements. - Partner with internal and external counsel on employment issues, investigations, and risk mitigation strategies. - Train and advise leaders on policy interpretation, documentation, and employee relations best practices. **Performance Management & Professional Staff Development** - Design, lead, and continuously improve the firm’s performance management framework for professional staff. - Partner with leaders to clarify expectations, reinforce accountability, and support development and advancement. - Coach leaders on performance management, difficult conversations, and development planning. - Support learning, training, and development initiatives that strengthen client service, teamwork, and operational excellence. **Recruiting & Retention** - Oversee recruiting and onboarding for professional staff roles, ensuring consistent, thoughtful candidate experience. - Develop and implement retention strategies focused on engagement, career development, and recognition. - Monitor trends in turnover, engagement, and market competitiveness, and advise leadership on response strategies. - Collaborate with leaders to strengthen mentorship, communication, and connection across the firm. **Culture,…