HR Generalist

At Haynes and Boone, our people are the driving force behind our success. Because we value the role every individual plays in how we deliver exceptional legal services, we hire people who will contribute to our professional reputation, enhance client relationships and share in our success.

Haynes and Boone’s Dallas-North office serves clients throughout the Dallas-Fort Worth metroplex, nationally and internationally. Our office includes a large group of the firm's intellectual property and patent professionals, along with corporate, security, and technology law professionals. Our team members handle complex patent trial matters, including inter partes review proceedings before the U.S. Patent and Trademark Office, and many of our attorneys are nationally recognized in this area of law. Our Dallas-North lawyers also counsel clients in patent strategy, patent prosecution and portfolio management, licensing, and litigation. Our lawyers are recognized in publications such as the 2021 edition of The Best Lawyers in America (Woodward/White, Inc.) We are committed to having a diverse workforce that reflects our communities, and we seek highly motivated lawyers and staff who value our culture of respect and teamwork. The new Dallas-North office is located in a mixed-use building with access to retail, restaurants and apartments at Legacy West in Plano – home to several national and global corporations.

This exempt position partners with senior leadership on human resources strategy and practices, while supporting firm wide programs and initiatives including performance management, employee relations, succession planning, diversity and inclusion, change management, and learning and development. The HR Generalist provides recommendations for process improvement and provides administration and functional support within the Human Resources Department. The position will also provide ad hoc management reports; analyze key human resources metrics and processes; manage individual large projects and coordinate special projects; establish and manage project calendars and timelines.

Essential Duties

• Partner with the senior leadership team to provide global, strategic guidance on employee relations, talent development and promotion, succession planning, performance management, learning and development, and other HR strategic initiatives.

• Take a hands-on approach with leaders to help drive business results, improve working relationships, strengthen morale, and increase productivity and employee engagement.

• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.

• Provide day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions, etc.).  

• Develop process improvements within the human resources department to increase efficiencies. Identify and participate in continuous improvement initiatives.

• Research and stay abreast of federal/state laws.  Develop, update, and implement firm policies and procedures to ensure compliance.  Document changes and send compliance alerts to the appropriate departments and offices.

• Proactively review project requests to identify necessary actionable steps, key resources, and potential roadblocks and communicate appropriately with HR management and other stakeholders.

• Organize and prepare clear, concise, and accurate reports, spreadsheets, PowerPoint presentations, and other correspondence, as needed.

• Identify and recommend solutions regarding human resources policies and practices to support departmental goals.

• Prepare internal employee communications regarding company policies and programs.

• Develop standard and ad hoc reports related to HR metrics, programs, and processes. Research, analyze, and present data to identify trends and recommend changes for improvements.

• Lead project and team meetings to advance department project tasks.  Update project logs and facilitate follow up efforts related to project tasks. Support the rollout and implementation of HR programs.

• Conduct system and data audit activities, raising issues to management and making recommendations for solutions. Test and validate HR system application updates.

• Conduct annual FLSA tests on positions to determine appropriate exemption status.

• Review EEO-1 reports and provide recommended changes to Human Resources management.

• Assist in developing, implementing, updating, and auditing the HR and recruiting processes and procedures, including processes that involve other departments, to ensure compliance with regulatory requirements. Develop and maintain process documentation as needed.