Director of Legal Personnel

Fenwick & West LLP•Seattle, WA

5d•$186,000 - $279,000•Hybrid

About The Position

The Director of Legal Personnel is a highly operational, hands-on leadership role responsible for the day-to-day management, guidance, and execution of all personnel matters affecting non-partner attorneys. The Director is expected to handle complex issues, lead sensitive conversations, manage end-to-end processes, and provide real-time support to partners, practice leadership, and attorneys in a fast-paced law firm environment. This position offers a hybrid work arrangement, allowing you to work both from home and at your designated Fenwick office. The frequency of in-office work will be determined by business needs and guided by your department's directives.

Requirements

Established knowledge of the legal industry and law firm management.
Executive gravitas and polish, with the ability to communicate effectively with lawyers, staff and peer administrators, and to influence people at all levels.
Self-motivated and enthusiastic, with proven ability to anticipate problems and move things forward with limited direction.
Ability to handle sensitive and confidential matters with discretion.
Strong analytical and problem-solving skills, including the ability to oversee the development of new systems and processes and to suggest and execute solutions.
Highly organized, efficient and extremely detail-oriented, with the ability to stay productive under pressure with tight deadlines.
The ability to maintain composure in a demanding environment.
Reporting to the Chief Practice Management Officer, the ideal candidate will have a minimum of (10) years of relevant experience in a law firm environment.
Bachelor’s degree required

Nice To Haves

Juris Doctorate, MBA or other advanced degrees strongly preferred.

Responsibilities

Strategic Leadership & Advisory Lead and actively participate in the day-to-day work of the Legal Personnel team, including policy administration, employee relations, performance management, and compliance.
Serve as the primary, hands-on advisor to partners, Practice Group Leaders (PGLs), Practice Group Directors (PGDs), and firm leadership on all personnel matters affecting non-partner attorneys throughout the full attorney lifecycle.
Act as a confidential and trusted point of contact for both partners and non-partner attorneys, personally handling sensitive issues, mediating concerns, and navigating difficult conversations to align expectations and reinforce firm priorities.
Work directly with PGLs and PGDs to identify performance patterns, workload concerns, engagement risks, and retention challenges; translate observations into concrete, actionable interventions.
Provide practical, legally sound counsel on complex personnel situations (performance issues, conduct concerns, leaves, accommodations, transitions, and exits), ensuring decisions are consistent with firm standards, employment law, and risk management best practices.
Anticipate attorney and client needs, and design and implement support systems that enable high attorney performance.
Success in this role requires sound business judgment, operational rigor, and the ability to lead through complexity in a fast-paced, time-sensitive environment.
Oversee attorney evaluation processes for non-partner attorneys, including spring/fall reviews, off-cycle performance discussions, and upward feedback processes.
Oversee performance improvement plans and related interventions, ensuring consistency, equity, and alignment with firm standards.
Lead and participate directly in performance-related conversations with attorneys, including difficult feedback discussions and disciplinary matters.
Design, implement, and actively manage performance improvement plans (PIPs), including drafting documentation, tracking progress, coaching leadership, and determining next steps.
Ensure consistent application of performance standards, fairness, and equity across practices while accounting for individual circumstances.
Oversee annual salary and bonus programs for non-partner attorneys in close collaboration with practice group leaders and managing partner.
Advise partners and leadership on compensation decisions by analyzing performance data, market considerations, and internal equity.
Provide strategic guidance and support related to advancement decisions, role changes, and career progression.
Collaborate with key stakeholders and client services teams to design programs that support engagement and successful transitions for attorneys seeking new opportunities.
Partner with Legal Recruiting, Legal Training, Practice Management and other stakeholders to shape and support the successful onboarding and integration strategies for new attorneys.
Partner with Practice Management on leading initiatives to enhance engagement, retention, and career satisfaction across attorney populations.
Provide hands-on support for attorney transitions, including internal moves, leaves, secondments and separations, and coordinate outplacement or transition support when applicable.
Foster cross-office collaboration and community-building efforts to strengthen firm culture.
Work closely with Legal Training to align attorney development initiatives and training programs with practice-specific needs and performance expectations.
Collaborate with HR, Equity & Inclusion, and firm leadership to develop and implement policies, benefits, and programs that promote attorney wellbeing, flexibility, and inclusion.
Ensure streamlined coordination and clear communication of firmwide policies, procedures, and available resources.
Monitor legal industry trends, market data, and best practices related to legal talent management, attorney compensation, and career development, and translate market data into concrete recommendations and operational changes that enhance competitiveness and retention.
Maintain relationships with external coaches, consultants, and career advisors to support attorney development and engagement.