HR Director

Are you an experienced HR professional ready to shape and lead a transformative HR function in a dynamic legal environment?

Do you thrive in creating and implementing structured HR policies that support organizational growth and employee engagement?

Are you prepared to be a strategic partner to firm leadership, guiding critical HR initiatives and fostering a collaborative workplace culture?

Are you excited by the opportunity to build and evolve HR and office management structures from the ground up?

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Alekman DiTusa LLC is a Springfield, Massachusetts-based personal injury law firm with over 100 years of combined attorney experience, dedicated to delivering personalized service and achieving meaningful results for its clients. With a focus on personal injury and wrongful death matters, the firm is committed to advocating for individuals and families affected by accidents, abuse, and negligence. Its attorneys emphasize clear communication, practical guidance, and dedicated representation throughout the legal process.

Deeply connected to the community, Alekman DiTusa places a strong emphasis on advocacy, giving back, and maintaining a supportive workplace culture. The firm strives to foster an environment built on professionalism, empathy, integrity, and continuous improvement.

As HR Director at Alekman DiTusa, you will be instrumental in developing and executing comprehensive HR strategies that directly support our mission of providing outstanding client service and advocating for justice. This role exists to ensure we maintain a thriving workplace where employees feel supported, valued, and engaged. You will impact our team by creating a structured environment that enhances our culture, supports our growth, and aligns with our firm’s strategic objectives.

Reporting directly to the Chief Operating Officer, the HR Director will oversee the firm's human resources function and traditional office management responsibilities while collaborating closely with the Practice Manager and firm leadership. This role will provide HR guidance across departments without assuming responsibility for legal practice management or other departmental operations.

• →HR Leadership & Employee Relations: Serve as the firm's primary HR resource, addressing sensitive employee matters, advising leadership, and ensuring consistent, professional handling of personnel issues.
• →Performance Management & Documentation: Develop and recommend progressive discipline procedures, performance improvement processes, and consistent documentation practices, implementing approved changes to support fair and effective employee management.
• →HR Policies & Compliance: Assess existing HR practices, recommend and develop policies, procedures, and an employee handbook for leadership approval, and implement approved changes while maintaining awareness of applicable employment laws and compliance requirements.
• →Office Management: Personally coordinate and manage traditional office operations, including supplies, equipment, utilities, employee events, and other day-to-day administrative needs, while helping establish efficient processes as the firm grows.
• →Onboarding & Employee Lifecycle: Coordinate employee onboarding, hiring and termination processes, and other HR activities throughout the employee lifecycle.
• →Payroll, Benefits & Compensation Support: Oversee existing ADP payroll and benefits administration while supporting leadership with compensation-related processes, reporting, and potential attorney compensation models.
• →Change Management: Introduce practical HR structures, improve existing workflows, and build leadership and employee support for organizational changes.
• →Leadership Collaboration: Partner with the COO, Practice Manager, and department leaders to provide HR guidance, clarify responsibilities, and support consistent employee management.
• →Strategic HR Development: Identify opportunities to strengthen HR systems, support employee retention, and contribute to the firm's continued growth while preserving its established culture.

• HR Experience: Substantial hands-on HR experience, preferably in professional services or service-oriented environments, with demonstrated ability to independently manage employee relations, performance issues, and HR operations.
• Compliance Knowledge: Strong knowledge of employment laws, HR compliance requirements, and appropriate employee documentation practices.
• Policy Development: Experience developing HR policies, progressive discipline procedures, performance management processes, and employee handbooks.
• Employee Relations: Demonstrated ability to handle sensitive employee matters, provide sound HR guidance, and maintain professionalism and confidentiality.
• Change Management: Proven experience implementing organizational changes, establishing structured HR processes, and gaining leadership support.
• Leadership Communication: Ability to confidently advise senior leadership, navigate challenging conversations, and maintain appropriate HR boundaries.
• Operational Management: Willingness and ability to manage day-to-day HR administration and traditional office management responsibilities alongside strategic initiatives.

• Strategic Role: Be part of the management team with real input into the firm's strategic direction.
• Culture of Growth: Join a strong, mission-driven culture that seeks to align structure with core values.
• Leadership Access: Work directly with firm leadership and influence key organizational changes.
• Opportunity to Build: Develop and lead an HR function that enhances employee engagement and client service.