Onboarding and Integration Manager

Wilson Elser•White Plains, NY

4d•$155,000 - $165,000

About The Position

Wilson Elser is a leading defense litigation law firm with more than 1400 attorneys in 46 offices throughout the United States. Founded in 1978, we rank among the top 100 law firms identified by The American Lawyer and 36 in the National Law Journal’s survey of the nation’s largest law firms. Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Onboarding & Integration Manager position. The Position The Onboarding & Integration Manager is responsible for designing, implementing, and continuously improving a best-in-class onboarding and integration experience for attorneys and business professionals across the firm. This role serves as the central coordinator between Professional Development, HR Operations, Talent Acquisition, IT, Human Resources Business Managers, Office Administration, Finance, Marketing, Regional Managing Partners, etc. to ensure a seamless, consistent, and engaging onboarding journey. The ideal candidate is highly organized, strategic, and collaborative, with experience in multi-office environments within a law firm.

Requirements

Bachelor’s degree required; advanced degree or HR certification (SHRM-CP/SCP, PHR/SPHR) preferred.
8+ years of experience in onboarding, talent management, or HR operations, ideally within a law firm.
Experience managing cross-functional firmwide initiatives in a multi-office organization.
Strong project management and organizational skills.
Excellent written and verbal communication skills.
High level of discretion and professionalism.
Ability to influence stakeholders at all levels, including senior leadership and partners.
Proficiency in HRIS and onboarding systems.

Responsibilities

Strategic Leadership Develop and execute a firmwide onboarding and integration strategy aligned with business goals and firm culture.
Standardize onboarding processes across all levels of employees and offices while allowing flexibility for practice-specific or office-specific needs.
Identify opportunities to enhance engagement, accelerate productivity, and improve retention during the first year of employment.
Cross-Functional Coordination Collaborate across Talent Acquisition, HR Business Managers, HR Operations, Professional Development, Office Administrators, and business services functions to align expectations and define measurable onboarding and integration success.
Serve as the central point of accountability for onboarding, ensuring stakeholders across the firm execute their respective commitments effectively and on time.
Work with Regional Managing Partners and Office Administrators to coordinate attorney integration and practice-specific orientation.
Program Management & Execution Oversee end-to-end onboarding processes for attorneys and business professionals.
Develop and manage onboarding timelines, checklists, and communications.
Ensure consistent orientation programming across offices, including both in-person and virtual formats.
Coordinate onboarding-related training in partnership with Professional Development, IT, and other stakeholders.
Monitor and improve integration milestones during the first 30/60/90 days and beyond.
Experience & Engagement Create structured integration plans for lateral attorneys, including relationship-building and business development integration support.
Develop onboarding materials, welcome resources, and manager toolkits to support effective integration.
Implement additional feedback mechanisms (surveys, check-ins, focus groups) to assess onboarding effectiveness.
Data, Metrics & Continuous Improvement Track and analyze onboarding KPIs such as time-to-productivity, engagement scores, and first-year retention.
Analyze trends and onboarding survey feedback to recommend improvements.
Leverage HR systems to automate and streamline onboarding workflows.
Ensure compliance with firm policies and applicable employment laws.