Human Resources Generalist (Temporary)

We invite you to review our current professional staff openings to learn about the opportunities available across the firm.
 

About Us

Skadden, Arps, Slate, Meagher & Flom LLP (Skadden) has forged a reputation as one of the most prestigious law firms in the world by relying on innovation, intellect, teamwork and tenacity to deliver the highest quality advice and novel solutions to our clients' legal issues.  By relying on innovation, intellect, teamwork and tenacity, our lawyers deliver the highest quality advice and novel solutions to our clients' legal issues. We are recognized as a global powerhouse for complex transactions, litigation/controversy issues, and regulatory matters, as well as for the open, collaborative relationships we build with clients. Our attorneys, who reflect diverse backgrounds and perspectives, collaborate seamlessly across 50-plus practices and 21 offices in the world’s major financial centers.

The Opportunity

We are seeking a temporary Human Resources Generalist to join our Human Resources team in the Washington D.C. office. This position has a hybrid in-office-remote working schedule. The position will be filled on a temporary basis through approximately March 31, 2025.

The Human Resources Generalist performs cross-functional Human Resources assignments for professional staff including recruiting, compensation, performance management, and training development, facilitation, and/or coordination. The position serves as a resource to all firm personnel by responding to inquiries regarding Human Resources programs and/or firm policies and procedures.

Recruiting:

• Coordinates the full cycle for the professional staff recruitment processes in collaboration with the Human Resources Supervisor and Senior Human Resources Generalist to include: 
  • Collaborates with hiring managers and supervisors to develop diverse recruitment strategies, utilizes various sources to advertise position vacancies; screens resumes, conducts interviews, and refers qualified applicants to the appropriate hiring manager and supervisor.
  • Maintains and monitors job requisitions in Workday.
  • Coordinates the pre-employment testing, conflicts clearance and background checks.
  • Coordinates the preparation of routine correspondence (e.g., non-selection letters and offer letters).
  • Maintains the vacancy tracker report for professional staff positions.

Compensation:

• Maintains current knowledge of labor market trends and collaborates with the Human Resources Supervisor and Assistant Director, Human Resources to recommend competitive salaries for new hires, transfers, and promotions.

Benefits Administration

• Serves as a contact regarding questions and requests for information regarding the firm’s health and welfare benefits programs.
• Collaborates with the Human Resources Supervisor and Senior Human Resources Generalist in the administration of disability, federal and DC Family and Medical Leave Act, the Firm's Paid Parental Leave, DC Paid Family Leave, leave of absence, workers’ compensation, and Americans With Disabilities Act.

Performance Management:

• Assists with the administration of the firm's annual performance review and interim performance check-in to include: distributing information to managers/supervisors, reviewing performance evaluations and providing feedback to managers and supervisors, and generating required reports.

Training:

• Collaborates with Assistant Director, Human Resources, Human Resources Supervisor, and Senior Human Resources Generalist to plan and outline the professional development curriculum, including identifying and vetting external training consultants.  Develops and facilitates professional staff training programs.
• Creates tools and resources to complement training initiatives including evaluation forms, pre and post training assessments.
• Researches and recommends additional training resources to complement each professional development program.
• Compiles reports on training participation, participant feedback, and to coordinate follow-up activities. Provides training participation reports to managers and supervisors to facilitate the completion of performance evaluations.
• Researches training opportunities for specific training needs as identified by supervisors and managers.
• Maintains the Human Resources Events Calendar throughout the planning and implementation stages of training programs to ensure updated information regarding training facilitators to include areas of expertise, training topics presented, fees, etc.

General:

• Administers Workd