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Attorney Development Manager (LEPG)

Ropes & Gray LLP
New York, NY
United States

About Ropes & Gray

Ropes & Gray LLP is a preeminent global law firm focused on providing the highest-quality advice on our clients’ critical legal and business issues. Our global team of 2,500 talented professionals regularly helps clients meet high-stakes challenges, solve complex problems and achieve key goals. These colleagues work together across a global office network that includes offices in Boston, Chicago, Hong Kong, London, New York, San Francisco, Seoul, Shanghai, Silicon Valley, Tokyo and Washington, D.C.

We are a contemporary firm that can bring more than 150 years of legal and institutional history to bear on the challenges clients face in today’s 24/7 global business environment. Our collaborative approach gives our clients—which include many of the world’s most respected companies and institutions—ready access to leading corporate, litigation, transactional and regulatory lawyers whose knowledge and experience span industries and geographies.

With an international presence, we focus on a number of key industries, including private equity; asset management; life sciences and health care; investment banking; technology, media and telecommunications; and consumer and retail. Our clients include global industry leaders, financial institutions, investment firms, private equity firms, hospitals and health care organizations, educational institutions, and individuals.

We have consistently been recognized for our leading practices in many areas, including private equity, M&A, finance, asset management, real estate, tax, antitrust, life sciences, health care, intellectual property, litigation & enforcement, privacy & cybersecurity, and business restructuring.
Ropes & Gray is an equal opportunity employer.

The Attorney Development Manager for LEPG is responsible for the development of attorneys in the practice group, including overseeing a broad range of attorney development and practice group initiatives, partnering with diversity and inclusion to ensure senior leadership accountability for a diverse talent pipeline, engaging practice group leaders and attorney development partners (“ADPs”) in developing the firm’s attorneys to their highest potential, staffing associates and managing their workloads, overseeing a robust performance review process, participating in strategic workforce planning, partnering with other attorney talent teams and practice development, as well as supporting certain practice group administrative needs.

The manager collaborates with the practice group leaders, ADPs and other attorney development managers to ensure that attorneys’ development needs are addressed. The manager coordinates associate work assignments by addressing specific growth opportunities for attorneys as well as fast and appropriate coverage for all staffing needs. The manager supervises the Attorney Development Assistant (“ADA”) and analyzes associate metrics including availability and utilization information, facilitates feedback conversations between partners and associates, and periodic practice group meetings during which attorney development issues are discussed. The position works closely with the practice group leadership, relevant training committees, attorney support and professional development teams to provide appropriate assignments, training and feedback such that the foundation of guidance and graduated assignments support the growth and development of each associate.

Support of the departments and practice groups includes assisting the practice group heads, ADPs and Director of Diversity & Inclusion with a variety of planning, resource allocation and project needs.

This is a broad and exciting role which has several inter-related components: strategic leadership; direct management responsibility for the day-to-day work of an attorney development assistant; oversight of key components of the attorney development model; and management of certain attorney development and diversity & inclusion initiatives.

1. Collaborate with the practice group leaders and ADPs to ensure that the individual development needs of associates are addressed. Facilitate frequent feedback between partners and associates and organize and support regular, periodic practice group partner meetings to share knowledge of associate work, feedback and training. Maintain records on individual associates pertaining to their development.

2. Serve as a resource to attorneys and develop and identify appropriate professional development opportunities.

3. Partner with the department heads, practice group leaders and ADPs to provide a seamless integration of staffing and training opportunities as the foundation for associates' growth and development. Coordinate the assignment of work to associates and monitor assignments across all offices. Reassign work when necessary. Expose lawyers to assignments with a range of members of the practice group, as well as varied aspects of the practice. Work with the practice group leaders and ADPs to maintain the integration of professional development goals into the assignments process. Work with practice group leaders and ADPs to integrate practice group planning into the assignment process. Where necessary, coordinate work assignments with other practice groups. Help the practice group to maintain an appropriate an level of pro bono work.

4. Provide additional support with respect to the management of document reviews, including, but not limited to, counseling mid-level associates on best-practices with respect to document review management, staffing and tracking document review assignments, as appropriate, to ensure that associate resources are allocated appropriately to support both client needs and the professional development of each associate.

5. Assist the practice group leaders and ADPs with the associate feedback processes by gathering and organizing feedback and guidance on associate performance. Partner with ADPs to ensure associates are receiving clear and actionable feedback as well as going forward strategies to achieve their goals prior to the next formal review period. Coordinate with attorney support to input such information into the attorney review system.

6. Track, aggregate and analyze associate metrics including availability information and utilization rates. Partner with practice groups leaders and associates such that individual goals relating to productivity are achieved and department or practice group level productivity is maintained. Collaborate with the practice group leaders to plan for future workforce needs. Work with the Hiring Committee, recruiting, strategic attorney planning, practice development and attorney support to ensure information sharing regarding capacity projections and target planning. Track first year associate practice group selection and partner with practice group leaders, ADPs and other associate development managers regarding workforce planning.

7. Contribute to the planning, design and implementation of a comprehensive formal skills training program, with the practice group training committees, practice group leaders, partners, and the professional development team, in support of the firm's competency model and the benchmarks of the practice groups and departments.

8. Partner the Director of Attorney Development & Diversity to ensure senior leadership accountability for a diverse talent pipeline. Collaborate with the Flexible Working Arrangements Committee, Diversity Committee and Women’s Forum to ensure that the professional development needs of attorneys of diverse attorneys and those on reduced schedules are being addressed.

9. Assist with and support other professional development initiatives including recruiting materials and process, orientation, training camps, mentoring programs and other programs and initiatives.

10. Partner with recruiting, attorney support and professional development & training to provide for a seamless integration of new and lateral associates.

11. Collaborate with recruiting regarding summer associate trainings and social events for the practice group.

12. Conduct exit interviews with associates in the practice group. Track, aggregate and analyze information obtained and share with Director of Attorney Development.

13. Provide hands on support as needed to the department heads and practice group leaders in multiple offices, including international offices (as applicable). Act as a practice group liaison with finance with respect to the litigation budget.

J.D. and at least 4 to 6 years practice experience, preferably practicing at a peer law firm or at least 5 years experience working in human resources at a similar professional services organization is strongly preferred. 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 in order to grasp larger concepts as well as details.

Energetic orientation; be driven to and energized by accomplishment.

Ability to respond quickly and positively to shifting demands and opportunities; and have the ability to work under tight deadlines and handle multiple, detailed tasks.

Ability to anticipate problems and issues and exercise independent judgment in seeking a resolution.

Normal office environment. Incumbent is expected to work the hours necessary to fulfill the responsibilities of the position. Staffing coverage must be provided on evenings and weekends. Expected to travel among the firm's offices.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities or requirements.

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