Director of Human Resources

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.

We are seeking an accomplished and dynamic Director of Human Resources to join our Senior Administrative Leadership Team, located in Dallas, Texas. The ideal candidate will have 10 years of experience in senior human resource roles and have experience working within a law firm or professional services firm.

Essential Duties

• Develop and execute HR strategies and initiatives aligned with the overall business strategy and the firm's 2030 plan.
• Plan, direct, and carry out policies relating to all phases of human resources activities for the firm's 20 domestic and international offices.
• Oversee the day-to-day operations of the Human Resources department while driving continuous process improvements and HR operational excellence.
• Provide strategic workforce planning, including succession planning, leadership development, and talent pipeline management to support long-term firm goals.
• Develop and implement progressive and competitive health and wellness benefits programs, including self-insured and fully insured health plans, LTD, well-being programs, retirement, and profit-sharing plans, ensuring cost-effectiveness and employee satisfaction.
• Oversee the full employee lifecycle, from professional staff recruiting strategies and retention initiatives to career development, performance management, and succession planning.
• Design, implement, and lead staff compensation strategies, including salary structures, incentives, and bonus programs that attract and retain top talent.
• Support current and future business needs through the development, engagement, and motivation of employees, leveraging HR analytics to measure and improve morale, retention and productivity.
• Direct and optimize the firm's HR technology and systems, ensuring seamless integration of HRIS, payroll, performance management, compensation, and reporting tools.
• Bridge management and employee relations by addressing demands, grievances, or other issues.
• Ensure compliance with federal, state, and local employment laws and regulations while proactively managing legal risks, internal investigations, and employee relations matters.
• Act as trusted, strategic advisor to the senior administrative leadership team and provide guidance to management on trends, policy development, risk mitigation, and other HR matters.
• Lead the development and implementation of training and professional development programs, ensuring continuous learning opportunities that enhance workforce capabilities.
• Develop a progressive and efficient administrative support staffing model to optimize the firm's resources across offices, practice groups, and business functions.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field; advanced degree preferred. SHRM or HRCI certification is required.
• Minimum of 10+ years of experience in a senior human resources leadership role, with a proven track record of strategic HR leadership.
• Prior experience at an AmLaw 100 or 200 firm or professional services firm is highly preferred.
• Expertise in HR best practices, employment law, compensation strategy, workforce analytics, and HR technology (preferably Workday).
• Demonstrated success in building and leading high-performing HR teams.
• Strong knowledge of HR principles and practices, including legal compliance.
• Excellent leadership, organizational, and communication skills, with the ability to influence at all levels of the firm.
• Ability to handle sensitive and confidential information with discretion and sound judgment.
• Proven ability to balance strategic leadership with hands-on execution, managing multiple complex projects and initiatives in a fast-paced environment.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job.

Reporting Relationship

The Director of Human Resources reports to the Chief Operating Officer.

This position is directly responsible for leading the Senior Manager of Human Resources, Senior Manager of Benefits, and is indirectly responsible for all employees within the firm.

Physical Demands

Must be able to move around the office up to 15% of the time to make copies, fax, file, etc. Remains stationary at least 85% of the time. This position requires constant communication and exchange of information with the firm attorneys, clients and staff. This position must be able to inspect and observe information on a computer screen at least 80% of the time. Occasionally required to move documents or files weighing up to 15 lbs.

Working Conditions

Office environment.

Travel

Travel as appropriate to implement HR initiatives approximately 15-25%.