About Kirkland & Ellis

At Kirkland & Ellis, we don’t just meet the standard for legal excellence — we set it. Our culture is built on teamwork, ingenuity and an unwavering commitment to continuous growth. We tackle the most sophisticated legal challenges with bold ideas and innovative solutions, powered by the exceptional experience and ambition of our 7,000+ people, including 4,000+ attorneys, across 23 offices worldwide. Our dedicated professionals share our lawyers’ commitment to excellence and show up each day to do meaningful work that helps drive global business, investment and innovation forward.

What You’ll Do

Are you energized by improving how work gets done through smart use of technology, automation, and AI?

As an HR Operations Coordinator - AI & Automation Enablement, you’ll support the Human Resources Operations team within the Talent business unit by helping modernize how HR work is executed, and help prepare for the Firm’s upcoming Core HCM system transformation.

Reporting to the Associate Director of Firmwide HR Operations, this role focuses on applying practical, responsible AI and automation (primarily using Microsoft tools) to reduce manual effort, improve consistency, and create space for more strategic Talent work.

This role is ideal for someone who enjoys digging into processes, experimenting with new tools, and helping translate day-to-day operations into scalable, technology-enabled solutions. Success in this role comes from not only improving how work is done today, but also helping define how it should operate in the future—embedding AI and automation into the fabric of HR processes and system design.

• Modernize HR operations through automation: Identify and implement opportunities to streamline, automate, or eliminate manual HR Operations work using Microsoft Teams, Copilot, Power Automate, and Power BI.

• Embed AI and automation into Core HCM readiness and design: Support the Firm’s Core HCM system selection and implementation by helping determine where AI and automation capabilities should be incorporated into future-state HR processes and workflows.

• Translate processes into structured, system-ready outputs: Analyze HR Operations workflows and use AI-enabled tools (e.g., Copilot) to translate business processes, rules, and requirements into clear, structured, and reusable documentation as part of the solutioning process—not as a separate activity.

• Enable responsible AI adoption: Support the thoughtful use of Copilot and other AI-enabled capabilities by documenting use cases, helping define guardrails, and translating experimentation into scalable, sustainable practices.

• Improve processes and consistency: Partner with HR Operations leadership to assess workflows, standardize reporting, and improve efficiency, accuracy, and reliability across day-to-day operations.

• Evaluate and leverage emerging tools and capabilities: Research, monitor, and assess new Microsoft features, enhancements, and tools to enhance Talent operations, collaboration, and delivery of insights.

• Support and execute departmental initiatives: Partner with management to plan, prioritize, and deliver HR Operations initiatives while balancing ongoing operational work with continuous improvement.

• Drive projects and continuous improvement: Support projects from concept through execution; defining scope, creating action plans, tracking progress, managing dependencies while continuously building skills as tools and technologies evolve.

What You’ll Bring

• Education: Bachelor’s degree or equivalent practical experience preferred.

• Relevant experience: Prior experience in HR Operations, Talent, Professional Services, or another process-driven environment strongly preferred.

• Interest in AI and automation: Demonstrated curiosity and enthusiasm for AI, automation, and technology-enabled ways of working.

• Microsoft tool proficiency: Hands-on experience with Microsoft Teams, Excel, PowerPoint, and SharePoint; exposure to Power BI, Power Automate, or Copilot is strongly preferred.

• Process and analytical mindset: Ability to understand workflows, identify repetitive or manual work, and translate it into automation opportunities or standardized solutions.

• Project and organizational skills: Strong ability to track tasks, timelines, dependencies, and deliverables across multiple initiatives.

• Communication and collaboration: Comfortable working with both technical and non-technical stakeholders and translating ideas into clear documentation and action plans.

• Adaptability and judgment: Thrives in environments with evolving priorities and emerging tools, demonstrating accountability, attention to detail, and sound judgment.

If you’re excited to help shape how HR Operations works in the age of AI and automation and enjoy turning ideas into practical, scalable solutions; we’d love to hear from you in this HR Operations Coordinator – AI & Automation Enablement role.

Compensation

The base salary range below represents the low and high end of the salary range for this position in Chicago. This range may differ based on your geographic location and cost of living considerations. At Kirkland & Ellis, we consider compensation more than just a base salary. We offer an exceptional range of flexible benefits including comprehensive healthcare, paid time off, and retirement. We also offer personal support and tailored learning and development opportunities all designed to help you realize your full potential both in life and at work.

Compensation Range:

Chicago: $67,000 - $83,000

How to Apply

Thank you for your interest in Kirkland & Ellis LLP. To complete an application and submit your resume, please click "Apply Now."

Don't meet every job requirement? That's okay! If you're excited about this role but your experience doesn't perfectly fit every qualification, we encourage you to apply anyway. You may be just the right person for this role or others at Kirkland.

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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