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.
We are seeking a Global Employment Compliance Manager to join our Firm. This position will be based in our New York office and has a hybrid in-office/remote working schedule. This position will be responsible for managing HR compliance efforts for the Firm.
- Manages the Firm's affirmative action program activities, including preparation and monitoring of AAPs, coordination of EEO-1 and Vets 4212 filings, training of AD and HR professional staff and fulfillment of all other federal contractor requirements.
- Helps oversee the implementation of updates to processes, policies and systems resulting from new HR compliance requirements.
- Works closely with Firm’s labor attorneys to determine best approach to compliance requirements.
- Manages the compliance function with respect to the Firm’s HRIS systems, including ensuring that system and process updates are in line with employment law requirements, and leveraging data and reporting to facilitate compliance response.
- Manages HR compliance reviews and audits, including gathering, reviewing and analyzing internal records, and coordinating audit response with labor attorneys.
- Builds strong relationships with key stakeholders, individuals in the Attorney Development, Attorney Recruiting, and Human Resources Departments across all offices, to facilitate the timely integration of employment compliance requirements into their processes.
- Works in coordination with the Attorney Development Department to ensure compliance with local employment law regulations in Skadden’s international offices.
- Engages in strategic long-term planning by developing goals for the HR compliance function recommending procedural improvements in compliance practices.
- Ensures current knowledge of firm policies and practices for staff, current knowledge of industry trends, and continued professional development for staff.
- Ensures accurate and timely responses to requests for departmental services.
- Effectively utilizes the Firm's performance management process to communicate performance expectations, monitor performance, coach employees, and manage unsatisfactory performance.
- Oversees employees' work performance and provides guidance in the resolution of problems.
- Performs other related duties as assigned
- Considerable knowledge of human resources principles and practices, including employment laws and regulations, with law firm experience preferred
- Advanced skills in Microsoft Office Suite (e.g., Outlook, Excel, PowerPoint) and functional knowledge of HRIS system data and reporting
- Exceptional verbal and written communication skills
- Excellent attention to detail
- Ability to manage multiple projects and activities simultaneously, with a strong ability to prioritize, organize and work effectively with minimal supervision
- Ability to work independently as well as in a team environment
- Ability to communicate effectively with all stakeholders, management, and attorneys to ensure a seamless response to new compliance obligations
- Strong data analytic skills
- Strong project management skills
- Ability to meet deadlines
- Deals courteously/effectively with others
- Ability to use discretion and exercise independent and sound judgment
- Ability to handle sensitive matters and maintain confidentiality
- Flexibility to adjust hours and work the hours necessary to meet operating and business needs
- Bachelor's Degree
- Minimum of six years HR experience, and a minimum of three years of HR compliance experience, including experience with Affirmative Action Programs and documentation.
The starting base salary for this New York position is expected to be between $185,000 to $200,000 annually. Actual salary will be determined based on skills, experience (to the extent relevant) and other-job related factors, consistent with applicable law.
Culture & Life at Skadden
What makes Skadden special is our people and the culture, community and spirit of collaboration we have created. We believe in teamwork and inspiring each other to be our best in an atmosphere that promotes professionalism and excellence in all that we do. We know that inclusion, equity and drawing on the strength of a wide spectrum of diverse talent only make us better and is vital to the firm's success. Our goal is for everyone at the firm to enjoy a challenging career with opportunities for development and growth and to support the well-being of our attorneys and professional staff.
The overall well-being of our team is important to us. We offer generous benefits to help you achieve wellness in all areas of your life.
- Competitive salaries and year-end discretionary bonuses.
- Comprehensive health care (medical, dental, vision), savings plan/401(k) and voluntary benefits.
- Generous paid time off.
- Paid leave options, including parental.
- In-classroom, remote, and on-demand learning and professional development opportunities.
- Robust well-being classes and programs.
- Opportunities to give back and make an impact in local communities.
For further details, please visit: https://www.skadden.com/careers/staff/employee-benefits
Skadden is an Equal Opportunity Employer. It adheres to an equal employment opportunity policy that prohibits discriminatory practices or harassment against applicants or employees based on any legally impermissible factor including, but not necessarily limited to, race, color, religion, creed, sex, national origin, ancestry, age, alienage or citizenship status, marital or familial status, domestic partnership status, caregiver status, sexual orientation, gender, gender identity or expression, change of sex or transgender status, genetic information, medical condition, pregnancy, childbirth or related medical conditions, sexual and reproductive health decisions, disability (where the applicant or employee is qualified to perform the essential functions of the job with or without reasonable accommodation), any protected military or veteran status, or status as a victim of domestic or dating violence, sexual assault or offense, or stalking.
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