Talent Advisor

The Role

The Talent Advisor serves as a trusted strategic partner to senior leaders and operational departments, aligning talent, leadership, and organizational strategies with firm and department priorities. Operating with a high degree of autonomy, this role focuses on organizational effectiveness, leadership capability, workforce planning, and culture-enabling sustained performance in a complex professional services environment.

Working closely with HR Centers of Expertise and department leadership, the Talent Advisor translates business needs into thoughtful, integrated people strategies that strengthen teams and support the firm's longterm success.

Key Responsibilities

Strategic Partnership

• Serve as a strategic advisor to department leaders, providing guidance on talent planning, organizational structure, and workforce development.
• Build strong relationships with leaders to understand business objectives and proactively identify opportunities to improve effectiveness and capability.
• Translate firm and department strategy into practical, integrated people plans that support both nearterm priorities and longterm growth.
• Maintain a deep understanding of the departments supported to deliver tailored, valueadded HR solutions.

Talent & Leadership

• Partner with Talent Acquisition to support recruitment strategies aligned with departmental needs and the firm's standards of excellence.
• Coach leaders and managers on performance management, feedback, career development, and leadership effectiveness.
• Guide departments through core HR processes, including performance reviews, compensation planning, promotions, and succession planning.
• Support identification and development of highpotential talent and emerging leaders.

Employee Relations & Risk Management

• Partner closely with Employee Relations to address performance and conflict matters with discretion, consistency, and sound judgment.
• Advise leaders on sensitive employee relations issues, balancing risk mitigation with firm values and employee experience.
• Ensure policies and practices are applied equitably and in compliance with applicable employment laws.

Organizational Effectiveness & Change

• Lead and support organizational change initiatives such as restructures, team redesigns, and leadership transitions.
• Assess engagement and organizational health; identify trends, surface risks, and recommend targeted interventions.
• Partner with firm leadership to support diversity, inclusion, and opportunity initiatives and equitable talent practices.
• Act as a change agent by supporting communication, adoption, and sustainability of firm initiatives across departments.

Collaboration & HR Leadership

• Collaborate closely with HR Centers of Expertise to deliver seamless, coordinated solutions.
• Serve as an HR voice on firmwide and crossfunctional initiatives.
• Uphold the firm's high standards for professionalism, client service, and confidentiality.

Qualifications

Required

• Bachelor's degree in human resources, management, or related field (advanced degree a plus).
• Minimum of eight years of relevant HR experience, including at least five years in a seniorlevel HR generalist, HR business partner, or HR leadership role.
• Strong knowledge of employment law, HR best practices, and core people processes.
• Demonstrated ability to operate as a trusted advisor to senior leaders in a complex, matrixed environment.
• Excellent communication, interpersonal, and organizational skills with strong emotional intelligence.
• Proven judgment, discretion, and professionalism when handling sensitive matters.
• Technologically adept, committed to continuous improvement, and comfortable navigating change.

Preferred

• HR certification (PHR, SPHR, SHRMCP, or SHRMSCP).
• Experience in a law firm or professional services environment strongly preferred.
• Understanding of law firm operations and culture.

Why Perkins Coie

• Partner closely with firm and department leaders on meaningful people and organizational priorities.
• Contribute to a culture that values collaboration, respect, and professional growth.
• Join a firm committed to inclusion, operational excellence, and exceptional client service.
• Be part of an HR team that operates as a strategic partner to the business.

At Perkins Coie, we look for self-motivated individuals dedicated to providing value and superior service and who have a high degree of integrity and enthusiasm for their work. We have created a company culture based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing diversity and inclusion both within the firm and throughout our collective communities. Work with one of the 100 Best Companies to Work For and receive great health insurance, tuition reimbursement, and paid sabbaticals.

This position is eligible for an annual discretionary bonus, 401(k) plan, medical, dental, and vision insurance, accrued paid time off plan starting at 20 days annually, personal medical and parental leave, up to 10 paid holidays, and family care benefits. More information regarding benefits and programs may be found here.

This position may be filled in the following location(s).The listed compensation range reflects the typical pay for this role, though it is rare for new hires to receive an offer at the top of the range.Actual compensation may vary depending on experience, skills, market conditions, and internal equity.

Illinois Compensation Range: $146,110 to $231,010 annually

Washington, D.C., Compensation Range: $157,720 to $249,360 annually

Washington State Compensation Range: $146,040 to $230,890 annually