Assistant Managing Attorney

The Hartford•Hartford, CT

1d•$142,000 - $213,000•Remote

About The Position

The Assistant Managing Attorney will join the leadership team of The Hartford’s newly combined New England Staff Legal organization. This is a leadership role for an experienced attorney and people leader who can develop others, build strong teams, lead through change and help shape a multi-jurisdictional legal organization. Success depends on inspiring and developing attorneys, building trusted relationships, creating accountability and enabling attorneys to perform at their highest level. Working closely with the Managing Attorney and broader leadership team, the Assistant Managing Attorney will help build a connected New England organization that combines strong local expertise with shared expectations, collaboration, innovation and a common culture. The role has a remote work schedule, with attendance at the Boston and/or Hartford offices as business needs arise.

Requirements

J.D. from an accredited law school.
Experience practicing law and active bar membership in Massachusetts, Rhode Island, Connecticut or New Hampshire, or eligibility to waive into the bar of one of these states.
10 or more years of legal experience, with a demonstrated record of sound judgment, professionalism and credibility.
Demonstrated leadership through formal people management, coaching, mentoring, project leadership, training, change leadership or other meaningful leadership responsibilities.
Commitment to developing others and preparing employees for broader responsibilities and future leadership opportunities.
Ability to influence, coach and build trust with experienced legal professionals.
Strong communication skills, including providing candid, constructive feedback on case handling, litigation and trial skills, and presentation skills.
Intellectual curiosity and willingness to challenge existing practices and explore better ways of working.
Ability to lead through ambiguity, organizational change and evolving business needs.
Strong collaboration and relationship-building skills across teams, functions and levels.
Comfort using data and metrics to identify trends, assess performance and inform decisions.
Strong technology aptitude and enthusiasm for the responsible adoption of AI and emerging legal technology.
Ability to learn and operate effectively across multiple jurisdictions while recognizing and leveraging subject-matter expertise.

Nice To Haves

Experience practicing Tort and/or Workers’ Compensation law.

Responsibilities

Coach and develop attorneys, support their professional growth and prepare them for broader responsibilities.
Set clear expectations and provide ongoing, actionable feedback.
Recognize individual strengths and create opportunities for attorneys to expand their capabilities.
Identify emerging leaders and prepare them for future leadership opportunities.
Delegate meaningful responsibility and provide opportunities to lead initiatives, training, technology adoption and cross-office collaboration.
Foster a culture of value, accountability, support, curiosity, collaboration and continuous learning.
Help define the future of a high-performing New England Staff Legal organization.
Lead through organizational and technological change, helping others navigate ambiguity and new ways of working.
Challenge established approaches, encourage thoughtful experimentation and champion responsible adoption of AI-enabled tools and emerging legal technology.
Help attorneys connect their work to broader Staff Legal, Claims and enterprise objectives.
Translate strategy into clear priorities, expectations and measurable outcomes.
Build partnerships across Staff Legal, Claims and other stakeholder groups.
Use data, operational indicators and qualitative feedback to identify opportunities and drive improvement.
Remove barriers that prevent attorneys and teams from doing their best work.
Balance individual attorney needs with office, customer and enterprise priorities.
Promote collaboration and knowledge sharing across jurisdictions to build a connected New England organization.
Build trust through transparent communication, consistency, candor and follow-through.
Handle difficult conversations thoughtfully and directly, including candid and constructive feedback.
Seek different perspectives, welcome respectful disagreement and remain open to feedback.
Model accountability and create an environment where employees feel comfortable raising questions, concerns and ideas.
Recognize when needed expertise resides elsewhere on the team.