Manager of Staff Learning and Development

Haynes and Boone, LLP

10d•Hybrid

About The Position

At Haynes and Boone, our people are the driving force behind our success. Because we value the role every individual plays in how we deliver exceptional legal services, we hire people who will contribute to our professional reputation, enhance client relationships and share in our success. Haynes and Boone’s Dallas-North office serves clients throughout the Dallas-Fort Worth metroplex, nationally and internationally. Our office includes a large group of the firm's intellectual property and patent professionals, along with corporate, security, and technology law professionals. Our team members handle complex patent trial matters, including inter partes review proceedings before the U.S. Patent and Trademark Office, and many of our attorneys are nationally recognized in this area of law. Our Dallas-North lawyers also counsel clients in patent strategy, patent prosecution and portfolio management, licensing, and litigation. Our lawyers are recognized in publications such as the 2021 edition of The Best Lawyers in America (Woodward/White, Inc.) We are committed to having an inclusive workforce that reflects our communities, and we seek highly motivated lawyers and staff who value our culture of respect and teamwork. The new Dallas-North office is located in a mixed-use building with access to retail, restaurants and apartments at Legacy West in Plano – home to several national and global corporations. The Manager of Staff Learning and Development is responsible for leading and executing the firm’s performance management and learning strategy for staff. This role oversees the design, implementation, and continuous improvement of performance review processes, professional development programs, and staff capability-building initiatives. This position requires a strategic thinker with executive presence, sound judgment, and the ability to collaborate effectively with administrative and attorney leadership.

Requirements

Minimum of 7 years of progressive Human Resources and/or Learning and Development experience, with demonstrated expertise in performance management and professional development.
Experience in a law firm or professional services environment is required.
Proven experience managing staff and elevating team capability, ensuring high standards of execution, professionalism, compliance, and client service across all Human Resources or other talent-oriented operations.
Demonstrated experience designing and implementing structured professional development programs.
Strong understanding of employment laws related to performance documentation and employee relations.
Experience leveraging HRIS systems (Workday preferred) and learning management platforms.
Executive presence and high level of professionalism.
Strong analytical and data interpretation skills.
Exceptional written and verbal communication skills.
Ability to partner with and advise senior leaders.
High level of discretion and judgment.
Strong organizational and project management capability.
Ability to manage multiple priorities in a deadline-driven environment.
Coaching and mentoring capability with a consultative approach.
Bachelor’s degree is required, preferably in Human Resources, Organizational Development, Business Administration, or related fields.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred.

Responsibilities

Oversee the firm’s performance management lifecycle for non-attorney staff, including 30-day and 90-day reviews, annual reviews, and mid-year check-ins.
Ensure performance processes are aligned with business objectives, talent strategy, and organizational culture.
Train legal personnel managers on goal setting, performance documentation, feedback delivery, and performance improvement planning.
Monitor review completion rates and quality through reporting and analytics.
Partner with leadership to address performance trends and organizational capability gaps.
Design and implement a comprehensive staff learning framework aligned to competency models and career pathways.
Oversee LinkedIn Learning and other learning platforms, ensuring curated learning paths by function and level.
Develop leadership development programs for supervisors and emerging leaders.
Partner with department leaders to identify skill gaps and build targeted development solutions.
Measure program effectiveness through participation metrics, feedback, and performance outcomes.
Provide coaching, training, and ongoing development to elevate business acumen, sophistication, and consultative capability of Human Resources teammates.
Partner with the Senior Manager of Human Resources to establish and maintain clear service standards, workflows, and accountability measures.
Review and ensure accuracy of team work product, including documentation, communications, and compliance deliverables.
Lead regular team development sessions to enhance strategic partnership skills.
Serve as a trusted advisor to administrative department leaders on performance and development matters.
Provide guidance on employee relations matters as needed, in partnership with senior HR leadership.
Ensure consistent application of policies, practices, and documentation standards.
Contribute to workforce planning discussions and talent strategy initiatives.
Ensure performance documentation meets legal and compliance standards.
Maintain updated policies related to performance and professional development.
Develop dashboards and reporting tools to track talent development outcomes.