Human Resources Business Partner

Company Description

Who we are

We are one of the largest international law firms in the world. With over 30 offices across the globe, we strive to exceed the expectations of our clients, providing them with the highest-quality advice and legal insight, which combines the firm’s global standards with in-depth local expertise.

Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective. We believe every career should be rewarding and stimulating - full of opportunities to learn, thrive, and grow. That’s why we’re so proud of our inclusive, friendly, and team-based approach to work.

Our one firm global strategy is focused on targeted growth led by the needs of our core clients, those who we can best support with the breadth and depth of Clifford Chance expertise, across the sectors and geographies, which matter most to them.

You’ll find our clients in commercial and industrial sectors, the financial investor community, governments, regulators, trade bodies, and not-for-profit organisations. But no matter who they are or why they’ve reached out to us, we provide a world-class service every step of the way. And that’s possible thanks to the entrepreneurial spirit and conscientious approach to work that you’ll find across all of our teams.

Whichever area of the business you join, you’ll become an integral part an innovative, diverse and ambitious team of people. Clifford Chance is a place where the brightest minds and the best of colleagues meet.

Job Description

Clifford Chance US LLP is seeking a full-time Human Resources Business Partner to provide strategic HR support to the Litigation and Dispute Resolution (L&DR), Real Estate, and Tax, Pension & Employment (TPE) practice areas. This role combines both operational and strategic responsibilities with exceptional HR client service to the designated practice areas. The ideal candidate will demonstrate a proactive mindset, strong attention to detail, and consistent follow-up, while embodying the qualities of a change agent and utilizing technology to drive efficiency. The position will be based in New York and will report to the Senior Human Resources Business Partner – Americas.

The Role

People and Talent Strategy

• Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior Human Resources Business Partner – Americas and key stakeholders on key talent processes (e.g.  compensation).

• Work closely with other HR departments (e.g., Professional Development/Attorney Development, Talent Acquisition, Benefits, Learning & Development, HRIS) to ensure alignment of HR initiatives and consistency in delivering HR services across the Firm.

• Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters and aligning with the Firm’s overall strategy.

• Drive change initiatives and the strategic direction of HR programs, ensuring they meet the evolving needs of attorneys and the Firm.

• Contribute to the Firm’s people strategy by actively participating in global and regional HR projects aligned with strategic objectives.

• Analyze people data regularly, providing key stakeholders with updates on attorney performance, compensation, engagement, turnover, and other HR metrics; recommend strategies to improve satisfaction, retention, and business performance.

• Collaborate with other regional HR Business Partners to ensure seamless coverage and consistent support across regions

• Stay current with industry trends, regulatory changes, and best practices to maintain expertise and ensure compliance with evolving standards.

Employee Relations

• Address employee concerns and resolve workplace conflicts through effective communication, mediation, and conflict management techniques.

• Respond to queries and provide guidance in line with our policies and procedures.

• Support attorneys to and on return from their parental leave.

• Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements.

• Provide the partners with guidance and support in relation to ER issues.

Exit management

• Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement.

Talent Management