Attorney Development Manager

Ropes & Gray•Boston, MA

70d•$150,100 - $257,600•Hybrid

About The Position

The Attorney Development Manager (ADM) is responsible for the development of attorneys, including overseeing a broad range of attorney development and practice group initiatives. This role involves engaging practice group leaders and attorney development partners (ADPs) in developing the firm’s attorneys to their highest potential. The ADM will collaborate with fellow ADMs to staff associates and manage their workloads, oversee a robust performance review and management process, participate in strategic workforce planning, and partner with other attorney talent teams. Additionally, the role supports certain practice and specialty group administrative needs. The manager collaborates with practice and specialty group leaders, ADPs, the Senior ADM, and other attorney development managers to ensure attorney developmental needs are addressed. The manager coordinates associate work assignments by addressing specific growth opportunities for attorneys, as well as through fast and appropriate coverage for all staffing needs. The manager also analyzes associate metrics, including availability and utilization information, facilitates feedback conversations between partners and associates, and leads periodic practice and specialty group meetings to discuss attorney development issues. The position works closely with department and practice group leadership, relevant training committees, attorney support and professional development teams to provide appropriate assignments, training, and feedback, ensuring that guidance and graduated assignments support the growth and development of each associate. Support of the departments and practice groups includes assisting the practice and specialty group leaders and ADPs with a variety of planning, resource allocation, and project needs. This is a broad and exciting role with several inter-related components: strategic leadership; oversight of key components of the attorney development model; and management of certain attorney development initiatives.

Requirements

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.
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.
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.

Nice To Haves

Practicing at a law firm similar in size to Ropes & Gray.
Working in Human Resources at a similar professional services organization.
Prior experience in staffing, professional development, or practice support.
Knowledge of electronic databases such as viDesktop.

Responsibilities

Collaborate with practice and specialty group leaders and ADPs to ensure individual development needs of associates are addressed.
Facilitate frequent feedback between partners and associates and organize/support regular practice and specialty group partner meetings to share knowledge of associate work, feedback, and training.
Maintain records on individual associates pertaining to their development and understand talent gaps.
Serve as a resource to attorneys and develop/identify appropriate professional development opportunities.
Assist 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 receive clear, actionable feedback and forward-looking strategies to achieve their goals before the next formal review.
Coordinate with attorney support to input feedback into the attorney review system.
Partner with practice and specialty group leaders and ADPs to seamlessly integrate staffing and training opportunities for associate growth and development.
Partner with ADSs coordinating assignment and reassignment of work to associates and monitor assignments across all offices.
Expose lawyers to assignments with all members of appropriate practice and specialty groups and all aspects of the practice.
Work with practice and specialty group leaders and ADPs to integrate 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.
Facilitate work assignments with other firm practice groups where necessary.
Help practice and specialty groups maintain an appropriate level of pro bono work.
Track, aggregate, and analyze associate metrics, including availability and utilization rates.
Partner with practice and specialty group leaders and associates to achieve individual productivity goals and maintain practice/specialty group level productivity.
Collaborate with 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 in support of the firm's competency model and practice group benchmarks.
Assist with and support other professional development initiatives, including recruiting materials and process, orientation, training camps, mentoring programs, and other programs.
Partner with attorney talent, legal recruiting, and professional development to ensure seamless integration of new and lateral associates.
Collaborate with legal recruiting regarding summer associate trainings and social events for practice and specialty groups.
Collaborate with professional development and practice groups to develop strategic programming for associates.
Provide firsthand support as needed to practice and specialty group leaders across offices, including international offices.