Position: Professional Development Manager Organization: Wolf Greenfield Date Posted: 6/16/2021
The Professional Development Manager (PDM) reports to the Senior Manager of Professional Development and actively works with the Legal Recruiting and Professional Development department (LRPD) and the Professional Development team to provide support to Practice Group Leaders (PGLs) in their efforts to develop and retain exceptional legal talent. The PDM collaborates regularly with Firm management, shareholders, practitioners, and business professionals. Working in a fast-paced environment, the PDM will be involved in all facets of associate and technology specialist professional development, including career development, workflow allocation, the annual performance evaluation process, and management and analysis of productivity, utilization, and engagement reports and related metrics. The PDM will also be responsible for managing a variety of other projects and processes related to Legal Recruiting and Professional Development and Firm-related initiatives.
Collaborates with PGLs and workflow shareholders to manage the work allocation process, ensuring equitable and developmental staffing.
Works closely with assigned practitioners to monitor workloads, identify learning opportunities, facilitate areas of interest, achieve individual professional development goals while supporting client needs.
Ensures that practitioner benchmarks and core competencies are aligned with the Firm’s practices and client needs.
Meets individually with practitioners on a regular basis to become a trusted advisor on individual career development and goals, along with their professional aspirations, experiences, strengths, development needs and relevant personal circumstances.
Works closely with key leaders to effectively facilitate the formal and informal evaluation processes throughout the year to ensure frequent, substantive, and constructive feedback and guidance; coordinate/attend practitioner check-in and evaluation meetings; document practitioner strengths and skill gaps to drive professional development and growth; reinforce real-time feedback practices; provide coaching on feedback messaging and delivery, as needed.
Synthesizes practice group information for PGLs, including regular updates of assigned groups’ workload distribution and other performance-related metrics; prepares reports, as requested, on practitioner productivity, engagement, and other matters; processes docket updates and other system changes to reflect client and team staffing.
Partners with LRPD team members to assess Firm and department needs; proposes, designs, introduces, and supports new initiatives as needed; drives existing programs and implements program plans, operational goals, and outcomes; communicates regularly with team to align individual and practice group needs with firm-wide training, mentoring, onboarding, and recruiting initiatives.
Collaborates with HR on personnel matters and policies; with Legal Recruiting on recruiting needs, practitioner integration efforts, the summer program, and the mentoring program; with Senior Manager of Legal Training Programs to identify training needs/suggest program ideas for training curriculums related to legal, technical, and professional skills; with Finance to ensure practitioner data accuracy and streamline the sharing of information across departments; with Client
Services on practitioner business development goals; and with the Diversity & Inclusion Manager on initiatives for practitioner advancement, in addition to initiatives that foster a diverse and inclusive culture and promote overall engagement.
Utilizes strong business acumen including the ability to apply sound creative thinking as well as the use of discretion and appropriate judgment depending on situation.
Bachelor’s degree required, Juris Doctor preferred.
5+ years of related legal experience, preferably in intellectual property or litigation, or in a management capacity within a legal or partnership setting; 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 and EPICOR, are a plus.
Strong analytical and quantitative skills; comfortable working with numerical data and formulas.
Innovative thinker; creative problem solver; works effectively and collaboratively at all levels.
Demonstrates sound judgment and discretion while maintaining highly confidential and sensitive information.
Ability to anticipate and address problems and challenging issues, and respond calmly, efficiently, and effectively in all situations.
Strong client service focus with ability to influence and guide others, develop and forge positive, collaborative, and trusting working relationships with different levels of constituencies.
Excellent organizational and time management skills with the ability to manage multiple complex projects at once, realign priorities, and work independently to drive projects to completion.
Exceptional oral and written communication skills, and interpersonal and team communication skills.
Responds quickly and positively to shifting demands and opportunities.
Understands details and processes within a larger context and how complex systems are interrelated.
Position: Attorney Recruiting & Development Manager Organization: Skadden Date Posted: 6/16/2021
The Attorney Recruiting & Development Manager oversees the overall administration of the attorney recruiting and development functions of the Boston office, including management of law student, incoming and lateral attorney recruitment; the summer associate program; attorney onboarding and departures; attorney evaluations, training and development; attorney mentoring and engagement; and diversity, equity and inclusion programs and affinity networks. Reporting to the firmwide Director of Talent Acquisition & Associate Engagement and the firmwide Director of Talent Development & Strategy, works closely with Boston office leadership, including the office leader, hiring partner, attorney development partners and the diversity committee.
Works with office leadership to develop short and long-term hiring strategies to support summer associate, entry-level and lateral associate recruitment efforts.
Manages campus recruitment efforts including law school outreach, student group partnerships, branding and networking events. Includes offer follow-up efforts and events. Travels to on-campus events as needed.
Manages recruitment of lateral attorney (non-partner) candidates from sourcing to selection. Includes coordination with office and practice leadership to articulate needs, coordination with global leadership for internal approvals and interfacing with search firms.
Manages the summer associate and 1L Scholars programs, including assignments, evaluations, feedback, training and social activities. Attends summer associate events and other firm-sponsored recruiting events throughout the year.
Supports partners in preparing for hiring meetings and related recruitment initiatives (e.g., schedules meetings, develops meeting agendas, prepares evaluation files).
Organizes recruiting and informational collaterals for distribution.
Performs and presents hiring outcome reports and analysis for the Hiring Committee and firm leadership. Compiles recruitment statistics for external use (e.g., NALP statistics, end of season results to law schools).
Manages attorney development initiatives and functions.
Manages incoming and lateral attorney orientation and monitors integration into practices and the firm.
Manages evaluation processes for associates and counsel. Includes managing the mid-year and year-end evaluation and review processes and coordinating individual training, coaching, or outplacement, when appropriate.
Participates in conversations with firm leadership regarding associate performance and utilization and works with partners to implement/track appropriate follow-up.
Manages attorney departure process, includes conducting exit interviews.
Responsible for ensuring attorney personnel records and databases are maintained accurately, includes monitoring attorney compliance with annual policy acknowledgements/mandatory online trainings/videos, etc.
Oversees bar admission, registration renewals and compliance. Maintains Workday database for Boston attorney population including bar admissions.
Oversees coordination of attorney training. Includes working closely with global attorney learning group to implement firm-wide curriculums at the local level, as well identifying local training needs, working with consultants to provide programming, and soliciting feedback on program effectiveness.
Creates and implements professional development programs, as well as attorney retention and engagement initiatives, to meet the firm and office objectives and foster community.
Administers the associate mentor program, including recommending mentor assignments, monitoring participation and reporting.
Works with Attorney Development Partners on firm-wide and office-specific development initiatives (e.g., practice group specific orientations, morale-boosting events, Associate Committee items).
Manages diversity, equity and inclusion efforts to support attorney development through coordination with the local diversity and inclusion committee, affinity networks, and the global diversity and inclusion team.
Plans and attends attorney development and diversity and inclusion events and programming.
Works with global attorney development and benefits staff on administrative matters related to attorney benefits, flexible schedules, leaves of absence, disability and other leave arrangements.
Coordinates Boston attorney work authorization with immigration and mobility team in New York.
Daily interaction with attorneys, secretaries and professional staff regarding attorney policies and procedures, expenses, billing time, etc.
Prepares attorney recruiting and development annual budget and reviews, monitors and approves related expenses throughout the year. Performs financial analysis and contract term review in line with firm procedures related to events.
Monitors time, attendance, overtime, and expense reports of department staff to ensure accuracy and compliance with firm policies.
Ensures current knowledge of firm policies and practices for staff, current knowledge of industry trends, and continued professional development for staff.
Recommends guidelines and practices to promote efficiency, effectiveness, top class service and improved employee engagement, in alignment with the firm's core values.
Effectively utilizes the firm's performance management process to communicate performance expectations, monitor performance, and manage unsatisfactory performance within department. Initiates disciplinary procedures in collaboration with the Human Resources Department.
Recommends guidelines and practices to promote efficiency, effectiveness, excellent customer service and improved employee relations, in alignment with the firm's Core Values.
Develops and communicates departmental guidelines and procedures.
Performs frequent physical exertion including: sitting, repetitive use of both hands, lifting and carrying up to 10 pounds.
Engages in strategic (i.e., long-range) planning by developing departmental goals and supporting objectives for assigned department(s). Coordinates and oversees department projects, day-to-day operations and long-range plans.
Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others.
Ensures accurate and timely responses to requests for departmental services.
Manages firm resources responsibly.
Complies with and understands firm operation, policies and procedures.
Performs other related duties as assigned.
Knowledge of relevant firm computer software programs (e.g., Outlook, Excel, PowerPoint), with the ability to learn new software and operating systems.
Knowledge of or ability to learn the firm's expense and budget process.
Ability to effectively prioritize department work requirements and delegate effectively.
Demonstrates effective interpersonal and communication skills, both verbally and in writing.
Demonstrates close attention to detail.
Demonstrated experience with leading and supervising others.
Excellent analytical, troubleshooting, organizational, and planning skills.
Ability to handle multiple projects and shifting priorities.
Ability to handle sensitive matters and maintain confidentiality.
Ability to organize and prioritize work.
Ability to work well in a demanding and fast-paced environment.
Ability to work well independently as well as effectively within a team.
Ability to use discretion and exercise independent and sound judgement.
Flexibility to travel.
Flexibility to adjust hours and work the hours necessary to meet operating and business needs.
Bachelor's degree or equivalent work experience.
Minimum of five years of progressively responsible administrative experience, one of which was in a law firm or similar setting or an equivalent combination of education and experience.
Position: Talent Development Manager Organization: Sullivan & Worcester Date Posted: 4/26/2021
The Talent Development Manager works with the Director of Strategic Talent Management to assist in designing and implementing programs focused on attorney on-boarding, core legal and professional skills, and leadership development, as well as cultural initiatives around engagement, work-life effectiveness, and other areas. The Manager designs and implements innovative and impactful learning programs, including curricula for the firm’s departments and legal practice areas, plus core skills training programs in the areas of feedback, people and project management, and communications skills.
Duties and Responsibilities:
Work collaboratively with the Director of Strategic Talent Management and across departments to assist in developing and implementing a comprehensive talent development strategy
Build core legal skills training programs to support associate and professional track attorney development of core competencies, and to develop a core curriculum of training for departments and practice areas
Develop an approach for the departments to monitor their pipeline of talent, identify the learning and/or development needs of attorneys in the group, and provide appropriate client opportunities, training, mentoring, coaching, and resources to help them develop
Partner with Director to improve all firm training programs and tools to be more interactive, practical, and effective, applying advanced adult learning theory and relevant technologies
Manage effective work brokering system for each department
Partner with Director in managing associate performance review cycles (e.g., annual reviews, interim evaluations, performance improvement plans)
Maintain an understanding of the firm’s competitors and their professional development programs.
Oversee flexible work arrangement program for legal staff and continuing legal education ("CLE") course accreditation and compliance program
Serve ex officio as a member of the Associates Committee
Manage effective and consistent programs to enhance the work/life effectiveness for attorneys
Assume additional responsibilities as requested
Bachelor’s Degree required; Juris Doctorate strongly preferred
Minimum of 4 years of practice in a large law firm and/or 3 years of professional development experience in a leading professional services firm
Professional coaching certification and/or teaching experience considered a plus
Experience with CLE course accreditation and compliance considered a plus
Familiarity with organizational development, curriculum management, instructional design, learning management systems, adult learning techniques, principles, theory and online learning technologies also considered a plus
Excellent attention to detail, organizational, interpersonal, teamwork and communication skills, as well as the ability to listen well, take initiative and manage multiple projects simultaneously
Must be a diplomatic and creative problem solver and possess superior judgment
Proven ability to build trust with and gain buy-in from firm leaders and other key stakeholders
Ability to travel to multiple firm office locations as necessary
Position: Assistant Director of Legal Career Services Organization: University of Massachusetts Dartmouth Date Posted: March 16, 2020
The mission of the Law School Career Services Office is to help students and graduates make informed decisions about career paths and develop individual strategies to obtain career goals. Under the direction of the Director of Legal Career Services, the Assistant Director will assist law school students and graduates in all aspects of the legal career planning and job search process by providing guidance, information and placement assistance. The Assistant Director will also work with the Director on career-related programming as well as on employer relations efforts focused on job development for current law school students and graduates.
The incumbent will counsel law school students and graduates about their career paths and goals, including helping them conduct self-assessments to aid in their legal job search, advising them about strategies for attaining their professional goals, informing them about resources and programming related to the legal job search process, and connecting individual law school students and graduates with opportunities related to their specific professional goals. In addition, the incumbent will plan and present career-related programming for law school students including collaborating with law school faculty and student groups, partnering with bar and other professional legal organizations, and working with law school career services consortiums. The incumbent will also assist the Director with other related duties and special projects as assigned.
EDUCATION: Juris Doctor
EXPERIENCE: Minimum of one to three years of experience practicing law as an attorney.
OTHER: Evening and weekend hours required. Some travel. Computer literate and familiarity with career-related technology and software.
Experience in one or more of the following areas: law school career services, professional career counseling involving • careers in law, legal recruiting, advising, teaching, supervising, and/or mentoring law students or new attorneys, equivalent related experience with careers, the job market and/or career counseling.
Familiarity with self-assessment tools.
Proficiency using social media avenues and social networking tools.
Experience as an attorney in both private practice and public interest.
Public interest experience especially with fellowships and/or judicial clerkships.
Knowledge of career options, hiring needs, recruiting practices, job market, employment trends, and professional development issues within the legal profession.
To apply, please submit a letter of interest, current resume and the contact information for three professional references.
The review of applications will begin March 28, 2020 and will continue until the position is filled. Applicants must be authorized for employment in the U.S. on a full-time basis. Employment-based visa sponsorship not available.
The University of Massachusetts reserves the right to conduct background checks on potential employees.
The University of Massachusetts Dartmouth values excellence, diversity, transparency, student-centeredness, accountability, innovation, engagement, collaboration, collegiality and safety.
The University of Massachusetts Dartmouth employees and applicants for employment are protected by federal laws, Presidential Executive Orders, and state and local laws designed to protect employees and job applicants from discrimination on the basis of race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, family medical history or genetic information, military service, veteran status or other non-merit based factors.
Opportunities will remain posted for two months or until filled.