Training & Development Manager

Amaro Law Firm•Houston, TX

1d•Onsite

About The Position

Join the mission to bring closure, justice, and peace to thousands of families. Our firm’s bedrock is built on our client service standards to provide assurance, compassion, and empathy throughout the client experience. Our firm is one of the fastest growing injury and wrongful death law firms in the country, known for its results, client experience, structure, and high-performance culture. Amaro Law Firm is fast paced, committed to our core values, and an ideal environment for passionate professionals looking to make a difference in our community and in their clients’ lives. The right candidate will gain access to a generous compensation package tied to what he or she can achieve based on their work ethic and production. We have 20+ years of experience in personal injury, wrongful death, insurance claims, and commercial litigation, with a renowned reputation in truck wrecks, catastrophic injury cases, and wrongful death litigation and trial work. Our firm provides comprehensive training, supports continuing legal education, and maintains a supportive culture for growth. We are looking for someone who takes ownership, is a lion for clients, and feels a calling to build a reputation and a lasting career in the industry. Key Core Values Be Used and Useful to Others Ethos before Egos Excellence is Our Presence Control the Controllables Comfort in Discomfort Our Culture At our core, we operate with a results-driven mindset. Every role — from intake to case management to attorneys — understands how their work directly impacts case value, client experience, and firm growth. Team members are empowered to make decisions, solve problems, and continuously improve processes rather than simply move files from one stage to another. Unlike many law firms, Amaro is run like a corporation with high service standards and a high-performance culture, using EOS, KPIs, OKRs, SOPs, and other standard corporate strategies and tactics to maximize our efforts for our clients while maintaining organization, standards, and efficiencies. Job Summary The Training & Development Manager owns how the firm learns — designing and building the training infrastructure that lets Amaro scale headcount without scaling chaos. Reporting to the Vice President of Human Resources, this role develops a firmwide training strategy aligned to real business and growth objectives , translates department workflows and SOPs into structured onboarding and role-based programs, and builds hands-on systems proficiency in Filevine and the firm’s core platforms. The role begins with deep immersion — shadowing every department to learn how the work actually gets done — before designing a single program, then continuously measures retention, completion, and ROI and reports results to leadership every month. Success requires equal parts strategist and operator: someone who can sit in a paralegal’s seat in the morning, present an ROI model in the afternoon, and hold programs and people accountable to a high-performance standard. Why This Role Is Different A genuine ramp. You start by listening, not lecturing. Your first three to six months are dedicated to deep immersion — shadowing every department, learning real workflows, and understanding how the work actually gets done before you design a single program. Ownership, end to end. From onboarding curricula to leadership development to systems mastery in Filevine and our core platforms, you set the strategy and you build it. The VP of HR is your partner, not your bottleneck. A seat at the table. You will report and defend training ROI every month. Leadership wants to see the connection between what you build and how the firm performs — and they will give you the visibility to prove it. Scale that matters. Aggressive growth means your work compounds. The infrastructure you design this year trains the team we hire next year, and the year after that.

Requirements

Proven experience designing and running training or L&D programs; experience in a fast-growing, professional-services , or legal environment strongly preferred.
A track record of building programs from scratch, not just administering someone else’s.
Comfort learning and teaching software systems; familiarity with Filevine or other case-management or LMS platforms is a strong plus.
Strong project-management skills, with the ability to deliver on schedule and hold others accountable without friction.
Fluency with data — the ability to measure learning outcomes, tie them to performance, and report ROI in terms leadership cares about.
Exceptional written and verbal communication, with the credibility to partner with attorneys, staff, and department heads alike.
Bachelor’s degree preferred; equivalent experience considered.

Nice To Haves

Equal parts strategist and operator — able to learn a workflow in the morning and present an ROI model in the afternoon.
Curriculum and program design grounded in how the work actually happens .
Strong project management with vendor and resource coordination.
Data fluency — measuring learning outcomes and tying them to firm performance.
Systems proficiency , including hands-on mastery of Filevine and core firm platforms.
Professional, credible communication with attorneys, staff, and leadership alike.

Responsibilities

Develop and execute a firmwide training strategy, approved by the VP of HR and aligned to real business and growth objectives .
Partner with department heads to map processes and workflows, then translate SOPs into structured, usable training materials and playbooks.
Design and continuously improve onboarding for new hires, role-based training, compliance programs, and leadership development.
Build systems-proficiency training grounded in real operations, including hands-on mastery of Filevine and other core platforms.
Complete a structured immersion across every department in the first three to six months before designing programs.
Manage internal trainers, external vendors, and training resources to deliver consistent, high-quality programs on schedule.
Implement assessments that measure knowledge retention and skill application, and adjust programs based on what the data shows.
Track participation, completion, and effectiveness; maintain accurate records; and deliver clear monthly reporting and ROI analysis to leadership.
Support first-time managers by helping ensure individual development plans are followed and progress is visible.