Description

Director of Human Resources

Summary
Wheeler Trigg O’Donnell is seeking an experienced human resources executive to serve as its Director of Human Resources. This is a senior leadership role for an accomplished HR professional with deep expertise in employment law compliance, employee relations, workplace investigations, HR operations, and organizational leadership.

Reporting to the Chief Talent Officer, the Director of Human Resources will provide strategic direction and trusted advice to firm leadership on complex people matters. This position will work closely with firm leadership, department heads, and outside counsel to address sensitive workplace concerns and guide personnel decisions with sound judgment, discretion, fairness, and a strong understanding of applicable employment law principles.

Do You Have What It Takes?

Yes, if you are a seasoned HR executive with a strong record of leading a sophisticated human resources function and advising senior leaders on significant personnel and organizational matters. You bring executive presence, sound judgment, exceptional discretion, and the credibility to challenge assumptions and provide candid advice when needed.

You are both strategic and hands-on, with the ability to move easily between developing long-term people strategy and conducting new hire orientation. You have deep knowledge of federal, state, and local employment laws; significant experience managing compliance obligations; and the ability to navigate complex, ambiguous, and high-risk personnel matters.

Experience in a law firm or similarly sophisticated professional services environment is strongly preferred, as is SHRM-SCP or SPHR certification.

Key Responsibilities

Strategic Leadership & Advisory Role

• Serve as a trusted advisor to firm leadership on professional staff talent, performance, engagement, and organizational health.
• Partner with leadership on workforce planning, succession planning, and organizational design to support firm priorities and growth.
• Provide candid, practical, and well-reasoned advice on sensitive and highrisk employment matters, balancing empathy, accountability, and risk management.
• Advise leadership on complex employee relations matters, including performance issues, workplace conflict, accommodations, leave, discipline, and separations.

Workplace Investigations & Risk Management

• Lead and oversee prompt, thorough, fair, and well-documented workplace investigations. 
• Assess complaints and determine the appropriate investigative approach, including when to engage outside employment counsel.
• Conduct sensitive interviews, evaluate conflicting information, assess credibility based on available evidence, develop findings, and present clear recommendations to firm leadership.
• Maintain appropriate confidentiality and protect the integrity of the investigative process while ensuring that concerns are addressed consistently and without retaliation.
• Partner closely with General Counsel and outside counsel on legally sensitive matters while maintaining appropriate ownership of the HR function’s responsibilities.

Employee Policies & Compliance

• Lead the firm’s employment compliance program and promote consistent, lawful, and well-documented HR practices.
• Monitor federal, state, and local employment laws and recommend timely changes to policies, practices, training, and systems.
• Oversee compliance with key employment obligations, including wage and hour requirements, leaves of absence, workplace accommodations, employee classifications, payroll practices, benefits administration, and records retention.
• Maintain HR policies and train leaders on employee relations, documentation, and compliant decision-making.

Performance Coaching & Development

• Design, lead, and continuously improve the firm’s performance management framework for professional staff.
• Partner with leaders to clarify expectations, reinforce accountability, and support development and advancement.
• Coach leaders on performance management, difficult conversations, and development planning.
• Support learning, training, and development initiatives that strengthen client service, teamwork, and operational excellence.

Recruiting, Retention & Engagement

• Oversee professional staff recruiting and New Hire Onboarding for all employees to attract and integrate top talent. 
• Develop and implement retention strategies that strengthen engagement, career development, and employee recognition. 
• Monitor workforce trends, including turnover, engagement, and market competitiveness, and advise leadership on talent strategies. 
• Collaborate with leaders to strengthen mentorship, communication, and employee development across the firm.
• Lead firmwide culture and engagement initiatives aligned with firm values and strategic goals. 
• Partner with firm leadership to assess engagement, morale, and organizational effectiveness and recommend improvement strategies. 

HR Operations, Payroll & Benefits

• Provide executive oversight and governance of all HR operations, including payroll, benefits, HR systems, employee data, and reporting.
• Ensure accurate, timely payroll processing and compliance with applicable federal, state, and local laws and firm policies.
• Oversee benefits programs and vendor relationships, including health, retirement, leave, and wellness offerings.
• Continuously assess and improve HR infrastructure, systems, and processes to support scalability, efficiency, and positive employee experience.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities, that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

About Us

Wheeler Trigg O'Donnell (WTO) is a nationally recognized litigation boutique founded in 1998 and now home to more than 100 lawyers. Ranked among the top 20 trial firms in the United States, WTO represents sophisticated clients in high-stakes trials, appeals, and complex litigation across the country. Our lawyers have taken more than 1,100 trials and arbitrations to verdict or award and have secured hundreds of appellate opinions in 45 states and Washington, D.C. We are known for delivering exceptional results in some of the most challenging and consequential matters our clients face.

Just as important as what we do is how we do it. WTO is built on a culture of collaboration, respect, and shared success. Every employee, regardless of role, contributes to the firm's achievements and plays a meaningful part in delivering outstanding service to our clients. We work as one team, drawing on diverse experiences, perspectives, and talents to solve complex problems and create winning strategies.

Our people enjoy a supportive and collegial environment where teamwork is valued, contributions are recognized, and professional growth is encouraged. If you are looking for an opportunity to work alongside some of the nation's premier trial lawyers while being part of a team that genuinely values its people, WTO offers a rewarding and engaging place to build your career.

Position Type/Expected Hours of Work: This is an exempt position, and is not entitled to overtime pay. Regular hours are Monday through Friday, 8:00 a.m. to 5:00 p.m.

Travel: Travel is limited and primarily local during the business day, although some out-of-area and overnight travel may be needed.

Salary Range: $180,000-$220,000 annually. The final salary will be commensurate with education and experience. Additionally, the firm provides standard benefits including health insurance, 401(k) contribution, and paid time off, with annual bonus potential based on firm performance.

Application Deadline: Applications for this position will be accepted through September 24, 2026.

Colorado Residents: Please do not respond to any questions in this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information.

An Equal Opportunity Employer
We are an Equal Opportunity Employer (EOE) that values and respects the importance of a diverse and inclusive workforce. The firm’s policy is to recruit, hire, train, and promote persons in all job titles without regard to race, ethnicity, religion, sex, age, veteran status, disability, sexual orientation, or gender identity. We recognize that diversity and inclusion are driving forces in the success of our firm and help our trial teams deliver superior client service informed by diverse viewpoints. We give equal opportunity to all qualified applicants, and we always use job-related factors to make selection decisions.

Requirements

Qualifications

Experience & Credentials

• At least 12 years of progressive human resources experience, including significant experience leading an HR function in a law firm, professional services firm, or similarly sophisticated organization. 
• Demonstrated success serving as a senior advisor to executive leadership on complex and sensitive personnel matters. 
• Substantial experience leading workplace investigations and managing employee relations issues from initial complaint through resolution. 
• Deep working knowledge of federal and state employment laws, regulatory obligations, and sound HR compliance practices. 
• Significant experience overseeing payroll, benefits, leave administration, employee policies, HR systems, employee records, and HR operations. 
• SHRM-SCP or SPHR certification strongly preferred. 
• Bachelor’s degree required. Advanced degree or relevant legal, compliance, or employee relations training preferred.

Skills & Attributes

• Executive presence and the confidence to advise senior leaders on sensitive people matters. 
• Sound judgment in high-risk situations involving competing interests and organizational risk.
• Workplace investigation expertise, including complaint assessment, interviewing, and fact-finding. 
• Deep employment law and compliance knowledge with practical business judgment. 
• Unwavering discretion, confidentiality, integrity, and fairness. 
• Strong conflict resolution and employee relations skills. 
• Strategic HR leadership with hands-on operational expertise. 
• Exceptional communication and relationship-building skills.