Ovation Law Firm

Human Resources

• Serve as strategic HR advisor to firm leadership; participate in leadership meetings and support compliant employment decisions across a multi-country workforce.
• Lead, develop, and mentor the Human Resources and Recruiting teams; establish clear responsibilities, escalation paths, service standards, and performance expectations.
• Lead and oversee the firm’s recruiting function, including management of the recruiting team, workforce planning, hiring processes, recruiting performance metrics, employer branding, and talent acquisition strategy to support continued growth.
• Establish and monitor recruiting KPIs including time-to-fill, quality-of-hire, candidate experience, source effectiveness, and hiring manager satisfaction.
• Partner with department leaders on workforce planning, organizational design, succession planning, and executive-level hiring initiatives.
• Advise on escalated employee relations matters, performance concerns, workplace investigations, and sensitive employee situations; coach leaders through corrective action, performance improvement plans, and separations.
• Drive the firm’s culture strategy, building programs that strengthen connection across in-house and remote teams and support engagement, retention, and employee satisfaction.
• Design and continuously improve firm-wide training and development programs, including onboarding, compliance, leadership development, management training, and professional growth initiatives.
• Oversee benefits programs, including health insurance, PTO, leave administration, and employee wellness initiatives.
• Ensure effective administration of leave programs, including FMLA, ADA accommodations, disability-related matters, and related compliance requirements.
• Lead compensation strategy, salary administration, bonus planning, and total rewards initiatives to ensure internal equity, market competitiveness, and alignment with business objectives.
• Own the company handbook, HR policies, employee-facing documentation, and HR operating procedures; identify risk areas and recommend scalable improvements.
• Ensure compliance with applicable federal, state, and local employment laws and employment-related regulations across multiple jurisdictions.
• Manage relationships with benefit providers, HR vendors, payroll partners, recruiting vendors, and other employee service providers.
• Maintain and optimize HR systems, reporting capabilities, and people analytics to support leadership decision-making.
• Create internal communication standards including newsletters, bulletins, announcements, and video communication channels.
• Analyze workforce productivity metrics such as turnover, absenteeism, retention, engagement, and hiring trends to identify opportunities and drive data-informed decisions.
• Ensure HR systems, processes, and reporting capabilities scale effectively with the firm’s continued growth.

Director of Human Resources

Business Intelligence Developer

• Own the Looker Studio environment.
• Build, maintain, and continuously improve dashboards, data sources, reporting standards, and visualization best practices across the firm.
• Build executive KPI dashboards.
• Give leadership clear visibility into marketing performance, intake productivity, operational KPIs, and firm-wide metrics.
• Analyze marketing & lead generation.
• Measure performance across Meta Ads, Google Ads, and other channels, and connect spend to outcomes.
• Track the full client journey.
• Report on lead flow and conversion from generation through intake, retention, and case outcomes, including conversion, qualification, contact, and retained rates, plus agent and team productivity.
• Reconcile data & safeguard accuracy.
• Validate and reconcile data across Salesforce, HubSpot, RingCentral, advertising platforms, Filevine, and other systems; proactively surface and resolve discrepancies.
• Design data models & automate reporting.
• Build models that support consistent analytics, and automate recurring reports to cut manual effort.
• Deliver insights to leadership.
• Produce weekly, monthly, quarterly, and ad hoc reports; present findings and recommendations clearly; identify trends, bottlenecks, and opportunities.
• Support strategy.
• Partner with leadership to define key metrics, and assist with forecasting, capacity planning, and goal-setting.

Director of Human Resources

Senior Business Intelligence Analyst