Director of Human Resources

The Director of HR is responsible for developing, leading, and continuously improving the firm's human resources function. This position serves as a strategic partner to firm leadership and managers while maintaining responsibility for the effective administration of the employee lifecycle, including onboarding, performance management, employee relations, compensation support, benefits, leave administration, compliance, professional development, and employee engagement.

As the firm's senior HR leader, the Director will assess existing practices and infrastructure, establish clear and scalable HR processes, and develop programs that support both the firm's current workforce and its continued evolution. The Director will work closely with the Chief Operating Officer, Managing Partners, Firm Administrator, Director of Finance, and other firm leaders to ensure the firm's HR practices align with its business objectives, culture, and operational needs.

This is a hands-on leadership role. While the Director will be responsible for developing the long-term HR strategy and building appropriate support within the function as needs evolve, the successful candidate must also be comfortable managing day-to-day HR responsibilities during the department's development.

Essential Job Functions

HR Compliance, Policies & Risk Management

• Maintain current knowledge of applicable federal, state, and local employment laws and regulations, particularly those affecting a geographically distributed workforce.
• Ensure HR policies and practices remain compliant with applicable employment requirements.
• Lead development, review, implementation, and communication of employee policies and handbook updates.
• Oversee required employment notices, documentation, training, and compliance tracking.
• Manage leave administration and coordinate accommodations and other protected employment processes as appropriate.
• Maintain accurate and confidential personnel records.
• Partner with outside employment counsel, the PEO, and other advisors when appropriate.
• Proactively identify employment-related risks and recommend appropriate mitigation strategies.
• Ensure consistent documentation and application of employment policies across the organization.

Onboarding & New Hire Integration

• Own the firm's overall onboarding program and ensure new employees experience a consistent and effective transition into the organization.
• Coordinate with Firm Operations, Finance, hiring managers, and other departments to ensure all aspects of onboarding are completed timely.
• Oversee new-hire documentation, benefits enrollment, orientation, required training, and employee communications.
• Oversee and ensure 30-, 60-, and 90-day onboarding and introductory-period processes are completed.
• Partner with attorney managers and practice group leaders to support successful integration of new attorneys and staff.
• Monitor onboarding effectiveness and recommend improvements based on employee and manager feedback.
• Ensure appropriate transition from the recruiting process into pre-employment and onboarding activities.

Offboarding & Employee Transitions

• Oversee employee separation and offboarding processes.
• Ensure terminations and voluntary departures are administered consistently, professionally, and in compliance with applicable requirements.
• Coordinate final documentation, benefits information, payroll notifications, and internal transition requirements.
• Conduct or oversee exit interviews and identify trends that may inform retention or organizational initiatives.
• Coordinate with Firm Operations regarding technology access, equipment return, and other operational offboarding requirements.
• Maintain appropriate separation documentation and records.

Performance Management

• Lead the firm's performance management program for attorneys and administrative employees.
• Manage annual, introductory-period, six-month, 360-degree, and other performance review processes.
• Develop and maintain evaluation tools, review schedules, manager guidance, and performance documentation standards.
• Coach managers on providing effective feedback, establishing expectations, documenting performance, and addressing performance concerns.
• Partner with leadership on performance improvement plans and corrective action where appropriate.
• Identify opportunities to improve consistency and accountability across the firm's performance management practices.
• Develop processes for recognizing and developing high-performing employees.
• Track completion, trends, and recurring themes arising from performance evaluations and provide appropriate reporting to leadership.

HRIS, Benefits & PEO Administration

• Provide functional ownership and oversight of the firm's HRIS and PEO relationship, including semi-monthly payroll administration.
• Ensure employee records, compensation changes, employment status changes, and other personnel information are accurately maintained.
• Oversee benefits administration and serve as an escalation resource for complex employee questions.
• Manage open enrollment and benefits communications in coordination with the firm's PEO and other providers.
• Manage employee lifecycle changes within applicable HR systems.
• Evaluate HR systems and processes and recommend improvements, integrations, or automation opportunities.
• Maintain HR reporting and workforce data necessary to support leadership decision-making.

Additional Responsibilities

Employee Relations & Manager Support

• Serve as a trusted resource to employees, managers, and firm leadership regarding workplace matters.
• Advise managers on employee relations, performance concerns, workplace conflict, communication, and effective management practices.
• Conduct or coordinate workplace investigations when necessary.
• Provide guidance regarding disciplinary actions, performance improvement plans, and employment decisions.
• Identify employee relations trends and recommend proactive solutions.
• Support managers in developing effective supervisory and leadership practices.
• Maintain appropriate confidentiality and exercise sound judgment when handling sensitive personnel matters.

Learning, Development & Employee Engagement

• Develop programs that support professional development, employee engagement, retention, and career progression.
• Partner with managers and firm leadership to identify training and development needs.
• Support mentoring and attorney development initiatives.
• Develop manager training and resources to strengthen people-management capabilities throughout the firm.
• Support initiatives that promote collaboration, connection, and engagement within a remote work environment.
• Partner with Firm Operations on firmwide culture initiatives, retreats, and employee events as appropriate.
• Develop and evaluate employee feedback and engagement initiatives.
• Identify opportunities to strengthen employee recognition and reinforce the firm's culture and values.

Organizational Development

• Assess existing HR practices and identify opportunities to improve efficiency, consistency, compliance, and employee experience.
• Identify opportunities to automate or streamline recurring HR processes.
• Develop scalable programs, processes, and infrastructure that can evolve with the firm.
• Develop meaningful HR metrics and reporting to support leadership decision-making.
• Establish appropriate internal controls and confidentiality protocols for employee information.
• Recruit, develop, and supervise future HR support staff as appropriate.

Compensation & Workforce Planning

• Conduct and coordinate market compensation benchmarking.
• Assist in developing salary ranges, job levels, career paths, and compensation practices.
• Support annual compensation and bonus review processes.
• Ensure compensation decisions are appropriately documented and implemented.
• Assist with headcount planning and analysis of future staffing requirements.
• Support development of career progression frameworks for attorneys and administrative professionals.

Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.
• Approximately 8–10+ years of progressive HR or People Operations experience, including 2+ years of experience in a law firm.
• Demonstrated experience building, improving, or scaling HR programs and processes.
• Strong knowledge of employment law, employee relations, performance management, compensation, benefits, leave administration, and HR compliance.
• Experience supporting a multi-state or geographically distributed workforce strongly preferred.
• Experience working with a PEO and/or HRIS platform preferred.
• Demonstrated ability to advise senior executives and managers on complex and sensitive personnel matters.
• Experience managing organizational change and supporting a growing organization.
• SHRM-SCP, SPHR, or comparable professional certification preferred.

Core Competencies

The successful candidate will demonstrate:

• Strategic thinking with a willingness to remain hands-on.
• Strong judgment, discretion, and confidentiality.
• Executive presence and credibility.
• Exceptional interpersonal and communication skills.
• Ability to build trusted relationships across all organizational levels.
• Strong knowledge of HR best practices and employment compliance.
• Effective coaching and conflict-resolution skills.
• Strong project and change-management capabilities.
• Analytical and data-informed decision-making.
• Excellent organization and follow-through.
• Ability to balance competing priorities in a fast-paced environment.
• A practical, solutions-oriented approach to HR.

Benefits

• Health, dental, vision, Rx, long-term disability, short-term disability, and life insurance.
• PTO and paid holidays.
• 401(k) with annual employer contribution.
• We are a fully remote law firm, allowing each employee to work from the comfort of their home.

Who We Are

At Clean Energy Counsel, we provide the legal power to get sustainable projects developed, financed, and built – because speeding our transition away from fossil fuels is how we change the world’s trajectory for the better. Our team of attorneys gets deals closed and projects built because we care. Advancing clean energy isn’t just our job—it’s our hope for the future. Clean Energy Counsel gives attorneys the opportunity to do sophisticated, meaningful, industry-advancing work, all while leading a more balanced life in a work culture that values collaboration and respect. For clients, this translates to an extraordinary level of care, brought to bear for common cause. As the only mission-driven law firm solely focused on renewable energy, Clean Energy Counsel carries forward its unique model of advancing a sustainable future with sustainable law.

Our singular focus attracts the best talent in the industry, and we’ve built a deep and diverse bench of industry veterans who are passionate about their work and value our culture of respect and support.

We represent a diverse range of renewable energy project developers, investors, suppliers, and service providers across a full spectrum of technologies, including solar, energy storage, wind, energy efficiency, electric vehicles and charging infrastructure, waste to value, and sustainable infrastructure and materials - from Fortune 50 companies to start-ups.

Come As You Are!

Our deep-rooted commitment to diversity and inclusion drives our ability to attract high-performing attorneys with diverse experience and perspectives who value a supportive work culture based on care and respect. That includes providing equal employment opportunities without consideration of race, color, religion, ethnicity, citizenship, political activity or affiliation, marital status, age, national origin, ancestry, disability, veteran status, sexual orientation, gender identity, gender expression, sex or gender, or any other basis protected by law. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law. If you have a disability or special need that requires accommodation, please let us know.