Human Resources Talent Supervisor

Summary

The Human Resources Talent Supervisor plays a key role in supporting the Human Resources department by overseeing recruiting efforts both strategically and on a day-to-day basis. This role also contributes to employee programs, events, employee relations, and learning and development programs. The supervisor leads and trains staff providing operational and administrative support, while developing standardized procedures to ensure accuracy, efficiency, and alignment with strategic goals.

Required Education & Experience

• A bachelor's degree in Human Resources or similar degree required.
• 3-5 years of experience in Human Resources or equivalent experience in professional services environment.
• 1-2 years of direct talent acquisition experience required.
• Proficiency using an Applicant Tracking System (ATS).

Preferred Education & Experience

• Experience with UKG.
• Employee event and/or project management experience preferred.
• Law Firm experience preferred.

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Recruitment (40%)
  
  
  
  • Oversee the daily workflow of the recruiting process.
  • Remain up to date on industry trends, competitors, and recruitment best practices.
  • Develop partnerships with key hiring managers to manage the talent acquisition process, including gaining a thorough understanding of hiring team's goals and recommending strategies for identifying top talent in different markets.
  • Oversee the HR Talent Specialist's daily recruitment activities, including job postings, candidate sourcing, interviewing, and managing the offer process.
  • Develop and monitor recruitment process metrics, including but not limited to turn-over rate of new hires in the first year, diversity ratios, and hiring manager satisfaction.
  • Ensure quantity and quality of applicants from certain recruiting sources.
  • Partner with Marketing department to collaborate and implement strategies for supporting the Firm's Strategic Plan.
  • Partner with HR Leadership to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
  • Manage external recruitment agency relationships, vendor relationships, including invoice processing, job boards, and applicant tracking systems (ATS) to maximize candidate sourcing and enhance recruitment effectiveness.
  
  
  
  

• Employee Relations (25%)
  
  
  
  • Support HR leadership in resolving employee relations issues, providing support to both employees and management to ensure fair, respectful, and consistent treatment.
  • Educate employees on company policies, ensuring they understand expectations and procedures.
  • Conduct individual check-in meetings with new hires within their first two weeks of employment to actively listen and identify any challenges or issues the new hire may have encountered, and document for follow-up or escalation if necessary.
  • Conduct exit interviews with departing employees to discuss their reasons for leaving, their job experience, and their overall satisfaction.
  • Collect feedback on training, resources, support, and workplace culture to help improve employee retention and onboarding processes.
  
  
  
  

• Learning & Development (15%)
  
  
  
  • Partner with HR leadership to assess and address employee training and development needs.
  • Assist in designing and delivering training on key skills, leadership development, and compliance opportunities to enhance the knowledge and skills of staff.
  • Assist with biennial Anti-Harassment Training.
  • Measure the effectiveness of training programs, collect feedback from participants, and continuously refine and improve offerings.
  
  
  
  

• Employee Programs, Recognition, & Events (15%)
  
  
  
  • Work with HR leadership to create employee engagement programs and initiatives that improve workplace culture and employee satisfaction.
  • Plan, executive, and project manage various firm events, including the annual Charitable Giving Campaign, Administrative Professionals Day, and holiday celebrations.
  • Assist in the Unsung Legal Heroes award process.
  • Continuously assess the effectiveness of employee programs and events through participant feedback and participation data, adjusting as needed to enhance outcomes.
  
  
  
  

• General & Administrative (5%)
  
  
  
  • Perform other duties as assigned.
  • Assist in annual review process for staff positions.
  
  
  
  

Competencies

• Strong verbal and written communication skills.
• Self-motivated with excellent organizational skills and attention to detail.
• Highly professional with a strong customer service orientation, commitment to meeting deadlines, and ability to multitask in a fast-paced and dynamic environment.
• Strong professional, independent thinking skills with strength in problem solving and the ability to offer constructive opinions and creative solutions.
• A team player who motivates and educates other team members.
• Regular and predictable attendance is an essential function of the position.

Supervisory Responsibility

This position includes supervisory responsibilities.

Travel

Travel to other office locations on occasion.

Work Environment & Physical Demands

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. While performing the responsibilities of the position, these work environment characteristics are representative of the environment the person in this position will encounter. While performing the duties of this job, the employee will work in a professional, fast paced office environment that may require additional hours to complete work.

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the position. If an employee is unable to perform the essential functions of the position, Stinson LLP will evaluate whether a reasonable accommodation can be made to enable the employee to perform the described essential functions of the position. Generally, due to the nature of this office position, while performing the responsibilities of the position, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. The employee must regularly lift and/or move up to 10 pounds, occasionally lift and/or move up to 25 pounds. Vision abilities required by the job include close vision.

AAP/EEO Statement

Stinson LLP is an equal opportunity employer. We encourage qualified minority, female, veteran, disabled and other diverse candidates to apply and be considered for open positions. We offer a competitive compensation and benefits package.

Stinson LLP is a federal contractor. Information gathered through applicant Voluntary Self-Identification will be used periodically with various government agencies for statistical reporting and to measure the effectiveness of our Affirmative Action and EEO outreach efforts. All information is requested on a voluntary basis and will be kept confidential. We will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Applicants with a disability that are in need of an accommodation to complete the Stinson LLP application process should contact Human Resources at 316.268.7962 or email Talent@stinson.com.

By submitting this application, you certify the information provided is true to the best of your knowledge and belief. You understand that being untruthful in response to any of the answers provided within this application or any of the attached documents may lead to your termination in the event you are employed. If employed, you will be required to provide documentation showing you are legally authorized to work in the United States. We conduct criminal background checks of all individuals offered employment.

At Stinson LLP, we are committed to the success of our employees. We are equally committed to providing competitive, affordable health and wellness benefits to help take care of yourself and your family, including:

• Medical, dental, and vision health plans
• Medical savings accounts
• Firm-provided Employee Assistance Program (EAP), Wellness Program, and Caregiving Support Concierge Services
• Employer-paid life insurance and AD&D
• Short- and long-term disability benefits
• Generous paid time off for holidays, vacation, bereavement, jury duty, and paid leave for sick and safe time, parental, and military
• Excellent work-life programs, including service bonuses, back-up child, elder, and pet care, and an employee discount program

The salary range for this role is $65,000 - $75,000. The salary range for this position is based on a variety of factors, including experience, skills, qualifications, and location. The range is provided as an initial approximation at the time of posting and may vary based on the individual's unique qualifications and experience.