HR directors should not be afraid to become visionaries

There is no doubt that a law firm’s success depends upon the talent it employs. And, considering the shake-up in the industry from the recession to changes in legislation and the commercialisation of the sector, the need for high calibre professionals is critical to future success.

As a law firm is the sum of its people, the HR director, being the master of human capital management, is well situated to take a more visionary approach, inform strategic thinking and work together with partners to lead the firm forward.

Achieving this requires a change in mindset, moving from a transactional-based role to big picture thinking, demonstrating to partners an in-depth knowledge of the business, a keen understanding of the environment in which the firm operates and strong financial intelligence. These valuable skillsets give the HR professional the edge in helping to position the firm for success and to overcome any challenges faced.

As firms review their current business models to stay ahead of the competition, attracting and retaining the talent required forms a huge part of the HR professional’s role. This will mean conducting a gap analysis to determine the skills that currently exist in-house, what skills can be recruited and any training programmes that need to be created.

In order to formulate initiatives like these, it is imperative that the HR strategy is aligned with the broader business strategy. Indeed, the HR professional should be involved in the latter from day one.

With so many changes taking place, such as the move from partnership structures to commercial models, the HR professional needs to re-evaluate everything. This includes reviewing incentive packages, identifying those individuals with leadership potential and creating career opportunities.

The rise of generation Y within the management structure will also influence how law firms operate, including mobile working and virtual offices. A strong sense of how the landscape is changing and the direction the firm is taking means the HR expert needs to balance the many different elements that will drive the firm’s success.

Holistic view

Taking a more holistic view of the firm’s human capital requirements means stepping back from day-to-day tasks, employing HR assistance and integrated business systems to take the load.

Having good processes, procedures and systems in place will ensure the department runs more smoothly, and that all information is being collated efficiently, stored centrally and readily accessible.

This enables the HR professional to draw on the intelligence within the system so that the firm can make informed decisions and shape future strategy, such as addressing skills gaps, uncovering latent talent and identifying and nurturing emerging leaders.

The HR director can also extend this further by encouraging partners to look to best practice from other industries, such as customer services in the retail sector, to ensure the firm is providing the best client experience possible.

Even asking clients directly about their likes and dislikes, what makes working with the firm difficult and what makes it a pleasure will identify areas for improvement and training needs, which the HR professional can help the firm resolve.

Opportunity for growth

Operating at the heart of the firm, the ?HR professional has an invaluable role ?to play in supporting partners, helping them to conduct better business, be more competitive, bring in more revenues, build new capabilities and markets, meet new business challenges and engage with clients in the way that they want ?to interact.

The key is to focus on aligning with the broader business strategy and being constantly mindful of the value that HR is adding both to the bottom line and positioning the firm for future success. It is this attitude that will set both the HR director and the firm apart from the crowd. ?