Associate Director, Workforce Operations & Talent Programs

Tarter Krinsky & Drogin•New York, NY

4d•Hybrid

About The Position

The Associate Director, Workforce Operations & Talent Programs plays a critical leadership role in ensuring the effective deployment, management, and development of the firm’s legal support workforce. This role is responsible for overseeing secretarial and paralegal staffing models, managing recruiting operations, and supporting key talent programs that enable the firm to operate efficiently and scale thoughtfully. Working in close partnership with the Chief Human Resources & People Officer, the Recruiting Coordinator, and the broader HR team, the Associate Director will act as a strategic operator to balance day-to-day workforce needs with longer-term talent planning. This individual will collaborate regularly with practice leadership and other senior stakeholders to align staffing resources with business priorities, while maintaining consistency, equity, and operational discipline across the firm.

Requirements

Minimum of ten (10) years of experience managing support staff allocation, workforce operations, or talent programs, preferably within a law firm or professional services environment.
Demonstrated experience overseeing recruiting operations and managing hiring priorities in a fast-paced, high-expectation setting.
Strong executive presence and interpersonal skills, with comfort engaging and influencing senior leaders and practice partners.
Ability to set boundaries, uphold standards, and maintain consistency while remaining collaborative and solutions oriented.
Proven ability to make thoughtful, decisive trade-offs and operate effectively amid ambiguity and competing demands.
Highly organized, analytical, and operationally minded, with a strong attention to detail and follow through.
Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred but not required.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

Responsibilities

Provide day-to-day management of secretarial and paralegal staff, including oversight of timekeeping, approval of timesheets, overtime, and PTO requests.
Oversee allocation and utilization of secretarial and paralegal staff across practices to ensure appropriate coverage, workload balance, and staffing equity.
Monitor staffing levels and utilization trends, proactively identifying coverage needs and operational risks for secretaries, paralegals and associates.
Serve as a point of escalation for workforce-related issues, ensuring consistency, fairness, and adherence to firm policies.
Partner with practice leadership to align staffing resources with business needs while managing expectations and constraints.
Oversee all recruiting operations for support staff and attorney roles, ensuring a high-quality, timely, and consistent hiring process.
Directly supervise the Recruiting Coordinator, providing guidance, prioritization, and performance oversight while ensuring pipeline execution remains on track.
Manage hiring demand by setting and adjusting search priorities, sequencing requisitions, and pacing recruitment efforts in alignment with firm needs and capacity.
Communicate hiring status, timelines, and trade-offs clearly to practice leadership and senior stakeholders.
Continuously evaluate recruiting processes and vendor relationships to improve efficiency, candidate experience, and outcomes.
Manage staffing and logistical considerations related to non-originating attorney arrivals, departures, and internal transitions, ensuring smooth integration and continuity of support.
Coordinate with HR, practice leadership, and operations partners to align staffing adjustments with attorney movement.
Oversee intern, temporary, and transitional staffing programs, including onboarding, placement, and evaluation.
Partner with HR colleagues to ensure these programs align with broader talent development and workforce planning goals.
Triage employee relations issues related to support staff as needed, partnering closely with HR leadership to ensure appropriate handling, escalation, and resolution.
Serve as a trusted, steady presence in complex or sensitive situations requiring judgment, discretion, and balance.