Attorney Development Manager

Description:

• Collaborate with the practice and specialty 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 practice and specialty group partner meetings to share knowledge of associate work, feedback, and training. Maintain records on individual associates pertaining to their development. Understand talent gaps.
• Serve as a resource to attorneys and develop and identify appropriate professional development opportunities.
• Assist the practice and specialty group leaders and ADPs with the associate feedback process 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.
• Partner with the practice and specialty group leaders and ADPs to provide a seamless integration of staffing and training opportunities as the foundation for associates' growth and development. Partner with the ADSs tasked with coordinating the assignment and reassignment of work to associates and with monitoring assignments across all offices. Expose lawyers to assignments with all members of the appropriate practice and specialty groups, as well as all aspects of the practice. Work with the practice and specialty group leaders and ADPs to maintain the integration of professional development goals into the assignment process. Work with practice and specialty group leaders and ADPs to integrate practice group planning into the assignment process. Where necessary, facilitate the work assignments with other firm practice groups. Help the practice and specialty groups to maintain an appropriate level of pro bono work.
• Track, aggregate, and analyze associate metrics including availability information and utilization rates. Partner with practice and specialty groups leaders and associates such that individual goals relating to productivity are achieved and practice and specialty group level productivity is maintained. Collaborate with the practice and specialty group leaders to plan for future workforce needs. Work with the Hiring & Development 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 and specialty 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, where appropriate.
• Partner with the Directors of Attorney Development and Diversity, Equity & Inclusion 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 diverse attorneys and those on flexible 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 attorney talent, legal recruiting, and professional development to provide for a seamless integration of new and lateral associates.
• Collaborate with legal recruiting regarding summer associate trainings and social events for the practice and specialty groups.
• Collaborate with professional development and practice groups to develop strategic programming for associates.
• Provide firsthand support as needed to the practice and specialty group leaders across offices, including international offices (as applicable).

• J.D. and at least 4 to 6 years practice experience (corporate or litigation), preferably practicing at a law firm similar in size to Ropes & Gray, or at least 5 years of 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 to grasp larger concepts as well as details.
• Energetic and proactive orientation; be driven to and energized by accomplishment with minimal oversight.
• Ability to respond quickly and positively to shifting demands and opportunities; and ability to work under tight deadlines and manage multiple, detailed tasks.
• Ability to anticipate problems and issues and exercise independent judgment in seeking a resolution.