Job ID: 7342
Updated: Oct 9, 2023
Location: Chicago, IL, United States
Category: Human Resources
About Kirkland & Ellis
At Kirkland & Ellis, we are united in our ambition and drive to move forward. We share core values that help us achieve excellence: collaboration, talent empowerment, service, inclusion, respect and gratitude. Our people are our greatest asset, and we invest in the brightest talent and encourage a diversity of perspectives and strengths to create dynamic teams that operate at the pinnacle of their field. Our talented professionals show up every day knowing they will engage in meaningful work, continuous learning and professional development.
As one of the world’s leading law firms, we serve a broad range of clients with market-leading practices in private equity, M&A and other complex corporate transactions; investment fund formation and management; restructurings; high-stakes litigation and trials; and government, regulatory and internal investigations. We handle the most complicated and sophisticated legal matters because we don’t just meet industry standards, we create them. We bring innovation and entrepreneurialism to every engagement and, as a result, have long-standing client relationships with leading global corporations and financial sponsors. With 6,500 employees (including 3,500+ lawyers) operating from 19 offices across the United States, Europe and Asia, we are one of the largest law firms in the world and a top financial performer.
Essential Job Functions
The primary role of the HR Operations Coordinator is to assist with Time and Absence-related matters, on a firmwide basis. In large part this role will assist employees and managers with Timesheet entries in the Firm’s time and attendance system, PeopleSoft. On-going responsibilities include but are not limited to: updating timesheets and absence entries on behalf of managers and employees, monitoring and fixing timesheet errors, creating and adding schedules for employees, maintaining setup fields on employee records, reviewing and adjusting absence balances, loading mass time entries in to timesheets, running reports for managers, running queries and using the results to update employee time and absence entries, reviewing and fixing data load errors, batch-processing absence entries and updating entitlement balances, annual absence entitlement and carryover processing, working closely with the Payroll team on the processes to load overtime and absences each pay period, working with the Firm’s technical teams to identify, log, and work system issues to resolution, participating in periodic system upgrades and enhancement projects, working closely with and training local office timekeepers, and maintaining and updating training documentation.
Secondarily, the HR Operations Coordiantor is responsible for assisting with HR data entry, such as updating home addresses and phone numbers, citizenships, diversity demographics, languages, office/cube entries, teleworker agreements, alumni information for departing attorneys, etc.
This list is not exhaustive and may be supplemented and changed as necessary.
80% of Essential Functions:
1. On-going PeopleSoft Administration
2. Assist in Report Generation for Firm
20% of Essential Functions:
3. Other duties as Assigned
Qualifications & Requirements
Education, Work Experience, Skills:
Degree in Human Resources, Business or Administration Preferred. The ideal candidate will have a proven track record of maintaining confidentiality, multi-tasking, meeting strict deadlines, flexibility with problem solving and working well under pressure. Technical experience should include the creation and manipulation of information in Microsoft Excel and Microsoft Word. Flexibility to work overtime is a must. Human Resources experience with timekeeping is a plus.
How to Apply
Thank you for your interest in Kirkland & Ellis LLP. To complete an application and submit your resume, please click "Apply Now."
Equal Employment Opportunity
All employment decisions, including the recruiting, hiring, placement, training availability, promotion, compensation, evaluation, disciplinary actions, and termination of employment (if necessary) are made without regard to the employee’s race, color, creed, religion, sex, pregnancy or childbirth, personal appearance, family responsibilities, sexual orientation or preference, gender identity, political affiliation, source of income, place of residence, national or ethnic origin, ancestry, age, marital status, military veteran status, unfavorable discharge from military service, physical or mental disability, or on any other basis prohibited by applicable law.
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