- The HR Team
- Industries
- Law Firms
HR Outsourcing for Law Firms
- The HR Team
Law firms and HR consultants bring different expertise to workplace issues.
Law firms looking for HR investigations need an experienced outside resource when sensitive workplace matters require an independent perspective. But our relationship with law firms extends well beyond investigations. We can also support your firm’s own workforce needs and collaborate with you when your clients need practical guidance on employee issues.
The relationship works because the roles are distinct. You provide legal advice and assess risk. We bring practical workplace experience to employee relations, policies, management challenges, investigations, and other people-related concerns.
Distinct roles
Legal counsel and workplace expertise.
Practical support
Employee relations, management and policies.
Working together
Coordination built around client needs.
Independent investigations provide objectivity when it matters most.
Sensitive allegations need careful, impartial review.
Sensitive allegations need careful, impartial review. Harassment and discrimination claims, executive misconduct, whistleblower complaints, high-risk terminations, and board concerns are among the situations where an independent investigation requires outside experience and perspective.
We conduct interviews, review relevant information, document findings, and prepare a thorough record while coordinating with you as appropriate.
Having a non-attorney conduct employee interviews is also critical. Employees may be more willing to speak openly with an HR professional than with an attorney, helping the investigator develop a fuller understanding of what happened.
The structure depends on the circumstances. Some matters call for an independent third-party investigation coordinated with your firm. Others require greater attorney involvement from the outset. Clearly defined roles establish who is responsible for what.
An outside perspective when it counts.
01
Assess sensitive allegations
Harassment, discrimination, executive misconduct and other concerns.
02
Develop a thorough record
Interviews, relevant information, documented findings.
03
Define responsibilities
Clear roles and appropriate coordination with counsel.
HR
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Recruiting & Retention
Compete for talent and build a workplace where people want to stay.
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Employees wearing multiple hats
Supplement existing staff when HR responsibilities are spread thin.
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Support that scales
Get comprehensive HR help without adding another full-time position.
Your law firm has HR needs of its own.
You advise clients every day, but running your practice brings people-related challenges, too.
We provide outside expertise to address employee relations concerns, strengthen policies and procedures, manage performance issues, support managers, and handle other day-to-day workforce needs.
Our flexible approach gives you the level of support you need, whether you’re addressing a specific issue or looking for ongoing assistance without adding another position to your staff.
Clients benefit from practical workplace support, too.
That includes managing employee relations issues, developing or revising policies, addressing performance and management concerns, preparing for difficult workplace conversations, and strengthening internal practices after an immediate problem has been resolved.
When legal questions arise, we recognize that boundary and bring you back into the conversation. That gives you a trusted resource when a client needs hands-on workplace support beyond the legal issues you’re addressing.
From counsel to day-to-day action.
01
Legal counsel
Provides legal advice and assesses risk.
02
Practical HR support
Helps clients put workplace direction into practice.
We bring you back into the conversation when legal questions arise.
Working in partnership
Effective collaboration keeps client needs at the center.
Legal counsel
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Workplace expertise
Complementary expertise. Clearly defined roles.
01
Complementary Expertise
02
Clearly Defined Roles
03
Practical Results
Frequently Asked Questions.
Can an outside consultant work directly with our firm's client?
Yes. The scope and working relationship are established at the outset so the consultant can work directly with the client while coordinating with counsel as appropriate.
Can The HR Team provide ongoing support rather than help with a single issue?
Yes. Support can be structured around a specific project or an ongoing need, depending on the organization and the resources it already has in place.
When is it helpful to bring in an outside workplace investigator?
Outside support is particularly useful when independence or objectivity is important, internal relationships complicate the matter, or the organization doesn't have the appropriate internal resource to conduct the investigation.
Does working with an HR consultant replace employment counsel?
No. The roles are different. A consultant addresses workplace and people-related considerations, while an attorney provides legal advice when it’s required.
How is the scope of an engagement determined?
It depends on the client's needs and the circumstances. The law firm, client, and consultant define responsibilities at the outset so everyone understands their respective roles.
Need experienced HR support for your firm or one of your clients? Let The HR Team provide the practical expertise and resources to address workplace challenges with confidence.
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