HR roles for partnerships
Traditionally considered an essential but often admin focused department, HR is undergoing a rapid transition. This vital function is an essential facet of overall organisational development for firms facing ever fiercer competition in the post-ABS and economically challenging landscape.
Now inseparable from top-level firm strategy, top-class HR management will play an essential role in organisational development and the ever-more critical issues of talent and resource management. HR will take an active role in retaining talent; the career development of each fee-earner; and enhancing, managing, and assessing the ever-broadening skill-sets that law firms will increasingly rely on in the still-adapting marketplace. Often, their role will involve liaising with L&D departments for maximum impact. As talent strategies become acknowledged as a critical component of risk-management and quality assurance, HR’s core strategic importance will continue to grow as the demand for new concepts like career development frameworks increases alongside traditional functions.
In a time when budget is on everyone’s agenda, HR is also becoming critical to developing progressive resource management strategies: thinking creatively around profit creation, cost efficiency and drawing on a breadth of industry knowledge to effectively develop the firm in a commercial direction.
These individuals will be self-sufficient and innovative - designing and developing effective HR strategies, overseeing their implementation, and engineering opportunities for change. Project and change management skills will be essential assets for the future, marking out the exceptional up-and-coming talent for the most forward thinking firms.
At Totum, we understand that there is no room for compromise. We have the expertise, experience and deep-level insight to find the right individual to lead your firm into the new era of legal practice. We work closely with our clients to thoroughly understand their unique firm culture, specific challenges, needs and specialisms - and interpret this into a finely honed specification we can take to market.
We know that nothing about this fiercely independent and highly individualised sector is generic; because of this we work just as intensively with our candidates, sourced from a broad variety of expertise and backgrounds to ensure that, when we recommend an individual to you, they are the right person for the role - not the first to tick the boxes or meet the quotas.
