Regional Human Resources Supervisor

Palo Alto

Job Summary

As an integral part of the West Coast Human Resources Department this position will advise, consult and lead in planning, developing and making recommendations in the areas of organizational development, recruitment, employee relations, training and development, benefit programs, leave of absence administration, new hire orientation, exit interviews, and employee events.  The Regional Human Resources Supervisor plays a significant role in overseeing the complex life cycle of an employee's onboarding and performance.  Will act as strategic partner to the Palo Alto Office Administrator and management team in short and long-term goals and initiatives. Will provide consistent end to end execution of core generalist processes including timekeeping, compensation review and employee engagement.

Responsibilities are diverse and will include, but are not limited to:

  • Supports Human Resource Manager with compliance of current state and federal employment laws; attends employment law seminars as needed. Proactively anticipates potential changes to employment laws, including the impact of relevant court decisions, and advises West Coast HR Department members accordingly. Assures that Firm employment, safety, employee rela¬tions, and equal opportunity policies and practices comply with the applicable provisions of federal and state labors laws, including appropriate record keeping and file maintenance.
  • Manages staff leave of absences. Evaluates issues and recommends solutions to the Human Resources Manager in the area of Leave of Absences. Maintains subject matter expertise in various employee leave programs and state and federal legislation. Counsels employees regarding individual leave of absence needs.
  • Supports Office Administrator and Managers in providing employee relations coaching and counseling. Works closely with department heads and supervisors in reviewing employee relations activities and conducting employee counseling sessions. Recommends appropriate course of action and disciplinary discussions to Human Resources Manager.
  • Plans and works to implement the annual performance management process. Partners and advises with the Office Administrator and Human Resources Manager during the compensation and bonus review process, including researching and compiling market and historical data together with recommendations.
  • Conducts recruitment activities for exempt and non-exempt positions, student internships, and temporary/contract employees. Maintains recruitment advertising, conducts and coordinates interviews, completes employment references and verifications.
  • Maintains employee profile information and attendance tracking using Human Resources Information Systems (HRIS) database.
  • Acts as subject matter expert in developing and implementing innovative and solutions-oriented automated time-keeping/wage and hour process improvements and audits/reporting.
  • Works with department heads and supervisors to support time-keeping compliance.
  • Oversees employee departure process, including providing information to departing employees, maintaining and preparing the necessary paperwork, conducting exit interviews, and maintaining and communicating results of exit interviews to Human Resources Manager. Creates analytics with exit data and analyzes results with Office Administrator and Human Resources Manager.
  • Regularly interfaces with New York Human Resources, Payroll, Benefits and other employees though out the Firm in order to appropriately administer Firm policies.
  • Budgets, proposes and launches employee and Firm special events and functions.
  • Produces and develops Human Resources/employee reporting needs including quarterly reports for the Office Administrator and Human Resources Manager.
  • Maintains employee records and departmental files in accordance with departmental procedures and Human Resources and state and federal record keeping requirements.
  • Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others.
  • Manages Firm resources responsibly.
  • Complies with and understands Firm operation, policies and procedures.
  • Performs other related duties as assigned.


  • Current knowledge of industry and Human Resources best practices, trends and techniques
  • Knowledge of relevant Firm computer software programs (e.g., Outlook, Excel, PowerPoint), with the ability to learn new software and operating systems
  • Demonstrates effective interpersonal and communication skills, both verbally and in writing.
  • Demonstrates close attention to detail
  • Excellent analytical, troubleshooting, organization, and planning skills
  • Ability to handle multiple projects and shifting priorities
  • Ability to handle sensitive matters and maintain confidentiality
  • Ability to organize and prioritize work
  • Ability to work well in demanding and fast-paced environment
  • Ability to work well independently as well as effectively within a team
  • Ability to use discretion and exercise independent and sound judgment
  • Flexibility to travel
  • Strong leadership abilities
  • Flexibility to adjust hours and work the hours necessary to meet operating and business needs


  • Bachelor's degree in Human Resources or equivalent
  • Minimum seven years of directly-related Human Resources experience, including a minimum two years of supervisory or leadership experience
  • Experience with employee relations
  • Familiarity with applicable state and federal regulations
  • Clear, comprehensive understanding of the link between HR and organizational strategy
  • Requires experience in integrated talent management operations including strategic talent acquisition and on-boarding
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EEO Statement

Skadden is an Equal Opportunity Employer. It adheres to an employment 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, physical or mental 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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Skadden EEO and Affirmative Action Policy

Applicants Have Rights Under Federal Employment Law

Skadden will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.