Job Opening

HR and People Operations Director

Reports To:

Chief Operating Officer (COO)

Location:

Hybrid

Classification:

Full-Time, Exempt

Client Facing:

Yes — internal HR leadership plus client-facing people operations advisory

About Law Firm Mentor

Law Firm Mentor (LFM) helps small and mid-sized law firms build the systems, people, and market position they need to grow predictably and profitably. Through hands-on advisory engagements, proprietary growth frameworks, and a network of subject-matter specialists, LFM partners directly with managing partners and firm leadership to turn ambition into measurable, sustained growth.

Role Summary

The HR and People Operations Director leads people strategy for Law Firm Mentor internally, while also advising client law firms on the people side of growth: hiring, org structure, culture, performance management, and retention.

Many law firms grow revenue faster than they grow their teams, and the gap shows up as burnout, turnover, and capacity constraints. This role exists to close that gap — both inside LFM and for the firms LFM serves.

Key Responsibilities

  • Own LFM’s internal HR function, including recruiting, onboarding, performance management, compensation structure, employee relations, and compliance.
  • Build and maintain internal people programs that support LFM’s culture and growth, including career pathing, manager development, and engagement initiatives.
  • Serve as a client-facing advisor on people operations, helping client law firms diagnose org structure, staffing gaps, hiring practices, and retention risk.
  • Develop and deliver frameworks, scorecards, and playbooks client firms can use to professionalize hiring, onboarding, and performance management — as part of LFM’s broader growth program.
  • Advise managing partners on sensitive people situations (leadership transitions, underperformance, restructuring) with practical, legally sound guidance.
  • Partner with the Law Firm Growth Executive Advisors to ensure people-related roadmap items are sequenced appropriately within each client’s overall growth plan.
  • Monitor employment law and compliance considerations relevant to both LFM internally and the small-to-mid-sized law firms LFM serves, flagging risk areas appropriately.
  • Track and report on internal people metrics (retention, engagement, time-to-hire) and client adoption of recommended people systems.
  • Support compensation benchmarking and benefits strategy for LFM internally.

Qualifications

  • 7+ years of progressive HR or people operations leadership experience, including at least 2-3 years in a director-level or above capacity.
  • Experience operating as both a practitioner (running HR for an organization) and an advisor (guiding other organizations’ people decisions).
  • Strong working knowledge of employment law fundamentals, performance management, and organizational design.
  • Comfortable advising senior executives and business owners on sensitive personnel matters with both empathy and directness.
  • Excellent program and project management skills — able to build scalable frameworks rather than one-off fixes.
  • Strong written and verbal communication skills, with the ability to simplify complex people issues for non-HR audiences.
  • Experience working within small-to-mid-sized organizations (under 100 employees) where HR systems are often informal or underdeveloped.

Preferred / A Plus

  • PHR/SPHR or SHRM-CP/SCP certification.
  • Experience in professional services, legal, or other partnership-model organizations.
  • Experience building HR systems from scratch within a growing company.

How Success is Measured

  • Internal employee retention, engagement, and time-to-hire metrics.
  • Client adoption of recommended hiring, onboarding, and performance management systems.
  • Reduction in client-reported staffing and retention pain points over the engagement lifecycle.
  • Timeliness and quality of people-related deliverables within client growth roadmaps.
  • Internal compliance and risk posture.

Apply Now

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