Director, Human Resources

Position Summary

Mullen Coughlin is a highly successful and quickly growing niche law firm focused exclusively on representing insured organizations facing adverse data privacy events and information security incidents. Located in the Wayne/King of Prussia PA area, the Firm hosts a fast-paced environment while promoting a fun environment and a family spirit. Having almost tripled since its founding in late 2016, we are looking for a leader to join our management team as the Director of Human Resources. This will be a full time, exempt position, managing a small Human Resources staff, and eligible for a full medical and retirement benefits package as well as generous time off.

This position will involve thought leadership and hands-on execution of all human resources functions, including sourcing, recruiting, onboarding, and retaining qualified employees; employee relations; training, education, and development; benefits design and administration; compensation strategies and plans; and performance management; as well as all related policy development and implementation. This role will involve advising on best practices; ensuring compliance with Federal, state, and local regulations; and overseeing organizational alignment, as well as serving as a coach to both managers and employees on all HR matters.


This HR Leader will report directly to the Chief Operating Officer and must have a minimum of 10 years of progressive HR generalist experience in professional service firm settings (law firm experience preferred). This individual must demonstrate strong leadership, high energy, effective management, and practical problem-solving skills, along with a hands-on approach, and the ability to create a positive team environment in a quickly growing organization. The ability to effectively draw on past experiences and/or a qualified professional network in order to establish best practices and to resolve human resource-related issues quickly and cost-beneficially is also required. Duties will include:

  • Policy AdministrationManage the development, documentation, implementation, and monitoring of the Firm’s human resources policies to further the Firm’s strategic objectives. Provide practical messaging, training, and coaching for all Firm personnel in policy interpretation and application, in areas such as hiring, terminations, performance management, wage and hour laws, workplace harassment, FMLA, ADA, EEO, etc.
  • Compensation AdministrationEstablish the Firm’s wage and salary structure, pay policies, and incentive systems for all professional and staff positions. Oversee the administration of the Firm’s performance management and goal-setting programs, and the annual salary and bonus setting processes. Apply competitive market research to establish pay practices and pay ranges that help to attract and retain star performers. Ensure principles of merit-based pay equity are followed.
  • Benefits Administration: Oversee the development, administration, communication and reporting of all Firm benefit plans, including health and welfare benefits, 401(k) plan, and leave benefits.
  • Employee RelationsDetermine employee relations practices necessary to establish and maintain a positive employer-employee relationship and promote a high level of employee morale and serve as the primary contact with the Firm’s General Counsel and external counsel on employment issues. Establish practical programs that align with the Firm’s goals and that promote employee satisfaction.
  • Talent AcquisitionProvide resourceful leadership and management oversight of the Firm’s talent acquisition and onboarding programs and processes, in ways that support the Firm’s expected growth.
  • Firm ComplianceLead Firm’s compliance with all Firm personnel-related policies, and existing governmental and labor reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Implement appropriate preventative and monitoring mechanisms to minimize Firm exposure to complaints or lawsuits. Serve as the primary contact with the Firm’s internal employment counsel. Conduct investigations of all related internal or external complaints, in collaboration with Firm’s General Counsel and appropriate Firm owners or leaders.
  • Strategic Advisor:  Draw on professional certifications and contacts to act as an effective consultant and trusted advisor to Firm’s owners, leaders, and office administrators in human resources-related matters such as organizational structure, employee change management, performance management, communications and employment suspensions or terminations.
  • Other HR ResponsibilitiesHire, coach, manage, and develop HR department team members. In conjunction with COO, develop and monitor annual department budget. Ensure HR department deliverables align with the firm’s strategic goals. Review, guide, and approve management recommendations for employment terminations.

Skills & Qualifications

  • Must have highest integrity, and evidence of the ability to treat confidential information appropriately.
  • Demonstrated deep knowledge and experience in federal, state and local employment laws and practices, compensation frameworks, organizational planning, organization development, employee relations, and the deployment of training and development programs.
  • Bachelor’s degree in business administration, HR administration, or a related field required.
  • Prior experience in a high-performing professional services organization (preferably a law firm).
  • 10+ years of progressive HR management experience, with at least 3 years of experience leading an HR organization.
  • PHR, SPHR, or SHRM certification preferred.
  • ALA membership preferred.
  • General knowledge and application of federal, state and local employment laws required.
  • Strong oral and written communication/influence skills and ability to communicate effectively and collaboratively with company leadership/owners, as well as with all Firm employees and third-party stakeholders.
  • Experience investigating employee complaints involving employment laws required.
  • Excellent interpersonal, skills, coaching skills and organizational skills required.
  • Sound decision-making abilities and judgment, coupled with a sense of urgency and bias for action, required
  • Demonstrated ability to systematically improve deficient HR-related processes.
  • Demonstrated ability to lead and develop HR staff members.
  • Excellent hands-on computer (Excel; Word; PowerPoint; Outlook) and data security skills in a Microsoft Windows/Office environment.
  • Experience in the analysis of alternative benefits plans, and the administration of those plans/programs.
  • Active affiliation with appropriate HR networks and organizations (for benchmarking purposes) involvement.

To Apply

Please submit a cover letter, resume, and compensation expectations to .


Mullen Coughlin is an Equal Opportunity Employee and offers a package of competitive compensation and benefits.

Mullen Coughlin is not accepting resumes from search firms for this position.

Relocation assistance is not provided for this position.

Applicant must be authorized to work in the United States of America.

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