Attorney Development Manager (Litigation)

  • Ropes & Gray
  • $165,260.00 - 165,260.00 / Year *
  • 21 Warren St, New York, NY 10007
  • Full-Time



Check out similar listings!

Loading some great jobs for you...




JOB SUMMARY:

The Attorney Development Manager for certain litigation practice groups is responsible for the development of attorneys in those practice groups, including overseeing a broad range of attorney development and practice group initiatives, partnering with diversity to ensure senior leadership accountability for a diverse talent pipeline, engaging practice group leaders and attorney development partners (\"ADPs\") in developing the firm's attorneys to their highest potential, staffing associates and managing their workloads, overseeing a robust performance review process, participating in strategic workforce planning, partnering with other human resources teams and practice development as well as supporting certain department and practice group administrative needs.

The manager collaborates with the department heads, practice group leaders, ADPs and other attorney development managers to ensure that attorneys' development needs are addressed. The manager coordinates associate work assignments by addressing specific growth opportunities for attorneys as well as fast and appropriate coverage for all staffing needs. The manager also analyzes associate metrics including availability and utilization information and facilitates feedback conversations between partners and associates, and periodic department or practice group meetings during which attorney development issues are discussed. The position works closely with the department and practice group leadership, the department training committees, the attorney support team and the professional development team to provide appropriate assignments, training and feedback such that the foundation of guidance and graduated assignments support the growth and development of each associate.

Support of the departments and practice groups includes assisting the department heads, practice group leaders and ADPs with a variety of planning, resource allocation and project needs.

ESSENTIAL FUNCTIONS:

* Collaborate with the department heads, practice group leaders and ADPs to ensure that the individual development needs of associates are addressed.Facilitate frequent feedback between partners and associates and organize and support regular, periodic department or practice group partner meetings to share knowledge of associate work, feedback and training.Maintain records on individual associates pertaining to their development.


* Serve as a resource to attorneys and develop and identify appropriate professional development opportunities.


* Partner with the department heads, practice group leaders and ADPs to provide a seamless integration of staffing and training opportunities as the foundation for associates' growth and development.Coordinate the assignment of work to associates and monitor assignments across all offices.Reassign work when necessary.Expose lawyers to assignments with a range of members of the appropriate departments and practice groups, as well as varied aspects of the practice.Work with the department heads, practice group leaders and ADPs to maintain the integration of professional development goals into the assignments process.Work with department heads, practice group leaders, and ADPs to integrate practice group planning into assignment process.Where necessary, coordinate work assignments with other firm departments.Help the departments and practice groups to maintain an appropriate level of pro bono work.


* Assist the department heads, practice group leaders and ADPs with the associate feedback processes by gathering and organizing feedback and guidance on associate performance. Partner with ADPs to ensure associates are receiving clear and actionable feedback as well as going forward strategies to achieve their goals prior to the next formal review period.Coordinate with attorney support to input such information into the attorney review system.


* Track, aggregate and analyze associate metrics including availability information and utilization rates.Partner with department heads, practice groups leaders and associates such that individual goals relating to productivity are achieved and department or practice group level productivity is maintained. Collaborate with the practice group leader or department head to plan for future workforce needs.Work with the Hiring Committee, recruiting, strategic attorney planning, practice development and attorney support to ensure information sharing regarding capacity projections and target planning. Contribute to the planning, design and implementation of a comprehensive formal skills training program, with the department training committees, department heads, practice group leaders, partners, and the professional development team, in support of the firm's competency model and the benchmarks of the practice groups and departments.


* Partner the Director of Attorney Development & Diversity to ensure senior leadership accountability for a diverse talent pipeline. Collaborate with the Flexible Working Arrangements Committee, Diversity Committee and Women's Forum to ensure that the professional development needs of attorneys of color, LGBT attorneys, women, and those on reduced schedules are being addressed.


* Assist with and support other professional development initiatives including recruiting materials and process, orientation, training camps, mentoring programs and other programs and initiatives.


* Partner with recruiting, attorney support and professional development & training to provide for a seamless integration of new and lateral associates.


* Collaborate with recruiting regarding summer associate trainings and social events for the practice group.


* Conduct exit interviews with associates in the practice group. Track, aggregate and analyze information obtained and share with Director of Attorney Development & Diversity.


* Provide hands-on support as needed to the department heads and practice group leaders in multiple offices, including international offices (as applicable).



EDUCATION, EXPERIENCE AND SKILLS REQUIRED:

* J.D. and at least 4 to 6 years practice experience, preferably practicing at a peer law firm or at least 5 years experience working in human resources at a similar professional services organization is strongly preferred.A minimum of 2 years prior experience in staffing, professional development, or practice support is also strongly preferred.


* Established proficiency in the use of computer programs including Microsoft Office, particularly Excel. Knowledge of electronic databases such as viDesktop is a plus.


* Strong communication, interpersonal and organizational skills.


* Ability to work independently and flexibly, managing multiple tasks simultaneously.


* Ability to command the respect of the attorneys.


* Sound judgment and ability to respect, protect and maintain highly confidential and sensitive information.


* Ability to assimilate information quickly in order to grasp larger concepts as well as details.


* Energetic orientation; be driven to and energized by accomplishment.


* Ability to respond quickly and positively to shifting demands and opportunities; and have the ability to work under tight deadlines and handle multiple, detailed tasks.


* Ability to anticipate problems and issues and exercise independent judgment in seeking a resolution.



WORKING CONDITIONS

* Normal office environment. Incumbent is expected to work the hours necessary to fulfill the responsibilities of the position. Staffing coverage must be provided on evenings and weekends. Expected to travel among the firm's offices.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities or requirements.



Associated topics: attorney, attorney firm, child custody, client, consultant, court, law office, legal, legal office, litigation


* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.