The Jeffcoat Firm is a distinguished, proudly local law firm with both robust defense and plaintiff practices, serving clients across a wide range of complex legal matters. We are proud of the culture we have built — one grounded in our Core Values, our Culture and an unwavering commitment to client excellence. Every member of our team, from the attorneys to our Operations leadership, is expected to embody these values in every interaction. We do not simply hire for competency; we hire for character. The Chief HR Officer will not only bring exceptional human resources acumen but will also be a genuine steward of our culture — someone who leads with humility, communicates with transparency, and earns trust through consistent action.

Role Summary

The Chief Human Resources Officer (CHRO) serves as the senior human resources leader of the Firm and a core member of the executive leadership team. Reporting directly to the CEO, this is a rare opportunity for a visionary, people-first HR leader to step into a high-impact role at a dynamic, fast-growing law firm where culture is not an afterthought—it is a strategic imperative.

The CHRO will serve as the firm’s chief architect and own the execution of the human capital strategy. They will be a trusted partner to firm leadership, a champion for our people, and the driving force behind building the systems, programs, and culture that allow the firm to attract, develop, and retain the very best attorneys and professionals in the industry. This role is central to ensuring that our core values are not merely stated—but experienced by every member of our team, every day.

Key Responsibilities

Talent Strategy & Leadership Development

• Oversee the firmwide and individual leadership development programs designed to build leader capability across the Firm. 
• Evolve and execute a comprehensive firm-wide talent strategy that spans early talent/intern programs.
• Oversee the full annual performance management cycle—designing frameworks that are fair, transparent, development-oriented, and aligned with firm values and business goals.
• Partner with the senior leadership team to identify and cultivate future leaders within the firm, creating succession pipelines that ensure long-term organizational health.

Workforce Planning & Staffing Execution

• Collaborate with senior firm leaders on the development and execution of an annual staffing plan, ensuring the right talent is in place to meet client service commitments and growth objectives.
• Lead full-cycle talent acquisition for attorneys and professional staff, building efficient, candidate-centric hiring processes that consistently deliver exceptional outcomes.
• Monitor workforce trends and proactively recommend adjustments to staffing strategies in response to firm growth, market dynamics, and evolving client needs.

HR Process Excellence & Operational Infrastructure

• Design, implement, and continuously improve HR processes and standards that promote operational excellence, consistency, and transparency across all people-related functions.
• Establish and maintain a robust HR infrastructure—including policies, procedures, documentation standards, and compliance frameworks—that scales with firm growth.
• Partner with the firm’s outsourced HR provider to ensure seamless, accurate, and compliant payroll and benefits administration, acting as the primary internal liaison for all related matters.

Total Rewards, Compensation & Financial Partnership

• Partner closely with the Chief Financial Officer to forecast staffing costs and benefits program expenditures, ensuring financial plans accurately reflect people investment strategies.
• Design, build, and manage the firm’s incentive compensation programs for both attorneys and professional staff, creating reward structures that drive performance, reinforce firm values, and remain competitively differentiated.
• Conduct ongoing benchmarking of compensation and total rewards to ensure the firm remains a market leader in attracting and retaining top-tier legal and professional talent.
• Partner with CFO and other executive leaders on potential acquisition activity, including due diligence and integration planning. 

Differentiated Employee Value Proposition & Recruitment Brand

• Develop and activate a compelling, differentiated value proposition for both attorneys and professional staff that authentically communicates what makes our firm a destination employer.
• Build the firm’s employer brand and recruitment marketing presence to attract elite talent across all levels, with particular emphasis on top law school graduates, experienced litigators, and high-caliber professional staff.
• Create retention strategies and career development pathways that deepen employee commitment and reduce turnover in a highly competitive legal talent market.

Employee Engagement, Culture & Employee Relations

• Design and execute robust employee engagement programs and metrics that provide real-time insight into organizational health, morale, and retention risk.
• Serve as a key cultural steward—actively ensuring that the firm’s core values are embedded into every aspect of the employee experience, from onboarding through career development and daily operations.
• Lead a proactive and empathetic employee relations function, ensuring that concerns are addressed swiftly, fairly, and in a manner consistent with firm values and legal compliance requirements.  

Ideal Candidate Profile

The ideal candidate is a strategic, empathetic, and execution-oriented HR leader who thrives in high-growth environments and is deeply passionate about building cultures where people do the best work of their careers.

Required Qualifications

• 10+ years of progressive HR leadership experience, with a significant portion in high-growth, fast-paced industries where building and scaling people functions was a core part of the role.
• Demonstrated success as a strategic HR business partner to senior executives, influencing decisions through data, insight, and a deep understanding of business dynamics.
• Proven track record of building and leading talent acquisition, performance management, leadership development, and employee engagement programs.
• Hands-on experience partnering with outsourced HR providers for payroll and benefits administration.
• Strong financial acumen with experience collaborating with finance leadership on workforce planning, cost forecasting, and incentive program design.
• Deep knowledge of employment law, HR compliance, and employee relations best practices.
• Exceptional communication, interpersonal, and executive presence skills; ability to build trust and credibility across all levels of the organization.

Preferred Qualifications

• Experience in professional services—particularly within law firms, consulting organizations, or other partnership-based environments—is strongly preferred.
• Familiarity with the unique dynamics of attorney recruitment, retention, and performance management. 
• Experience building and activating employer brands in competitive talent markets.
• Demonstrated ability to lead through ambiguity and build structure in environments that are scaling rapidly.

Our Commitment to Diversity & Inclusion The Jeffcoat Firm is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or veteran status.
 

Application Process- If you are unable to apply online due to a disability, please contact Talent Acquisitions at hiring@thejeffcoatfirm.com.
 

Disclaimer 

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.