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Attorney Development Manager (Private Capital Transactions Group)

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 the private capital transactions group ("PCTG") is responsible for the development of attorneys in those practice groups, 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, collaborating with associate development specialists to staff associates and manage 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 and specialty group administrative needs.

The manager collaborates with the practice and specialty group leaders, ADPs and other attorney development managers to ensure that attorneys’ developmental needs are addressed. The manager supervises the Attorney Development Specialist’s (“ADS”) coordination of associate work assignments by addressing specific growth opportunities for attorneys, as well as through fast and appropriate coverage for all staffing needs. The manager also 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 department and 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 and specialty group leaders 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 overseeing the day-to-day work of attorney development specialists; oversight of key components of the attorney development model; and management of certain attorney development and diversity & inclusion initiatives.

1. Collaborate with the practice and specialty 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 department, practice and specialty group partner meetings to share knowledge of associate work, feedback and training.Maintain records on individual associates pertaining to their development. Understand talent gaps.

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

3.Assist the department heads, practice and specialty 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.

4. Partner with the department heads, practice and specialty group leaders and ADPs to provide a seamless integration of staffing and training opportunities as the foundation for associates' growth and development. Partner with the ADSs tasked with coordinating the assignment and reassignment of work to associates and with monitoring assignments across all offices. Expose lawyers to assignments with all members of the appropriate departments, practice and specialty groups, as well as all aspects of the practice. Work with the department heads, practice and specialty group leaders, ADPs and ADSs to maintain the integration of professional development goals into the assignment process. Work with department heads, practice and specialty group leaders, ADPs and ADSs to integrate practice group planning into the assignment process. Where necessary, facilitate the work assignments with other firm departments. Help the departments, practice and specialty groups to maintain an appropriate level of pro bono work.

5. Track, aggregate and analyze associate metrics including availability information and utilization rates. Partner with department heads, practice and specialty groups leaders and associates such that individual goals relating to productivity are achieved and department, practice and specialty group level productivity is maintained. Collaborate with the practice and specialty group leaders to plan for future workforce needs. Work with the Hiring & Development 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 and specialty group leaders, ADPs and other associate development managers regarding workforce planning.

6. Contribute to the planning, design and implementation of a comprehensive formal skills training program, with the department training committees, department heads, practice and specialty 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, where appropriate.

7. Partner with the Directors of Attorney Development and Diversity & Inclusion 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 diverse attorneys and those on flexible schedules are being addressed.

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

9. Partner with recruiting, attorney talent and professional development to provide for a seamless integration of new and lateral associates.

10. Collaborate with recruiting regarding summer associate trainings and social events for the practice and specialty groups.

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

12. Collaborate with professional development and practice groups to develop strategic programming for their associates.

13. Provide hands-on support as needed to the department heads, practice and specialty group leaders in multiple offices, including international offices (as applicable).

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. Supervision of 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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