We are seeking a Senior Manager of Attorney Professional Development and Diversity (“Manager”) to support the partnership’s efforts to recruit, develop, and retain a diverse, collaborative and high performing attorney workforce. Working with the Chief Talent Officer, Chairpersons of the Professional Personnel Committee, Diversity Committee and Professional Development Partner as well as Practice Group Leaders and other members of leadership, the Manager will devise and implement plans and practices pertaining to attorney development initiatives which include professional development and mentoring; career counseling/management; performance management; and diversity and inclusion.
This is a highly visible position requiring a minimum of 5 years talent management experience including: professional development, performance management, career and recognition systems and diversity and inclusion, for law firms and/or other professional service organizations. Primary responsibilities include, but are not limited to, the following:
• Participates in and supports the design, development, and implementation of in-house attorney training programs, and develops and manages relationships with external advisors and service providers in the development, implementation, and management of external legal and professional competency information, programs and practices.
• Counsels on career matters, including pipeline management and succession planning, and manages attorney departure protocols.
• Collaborates with leadership in addressing performance assessment, career counseling/management, and recognition practices for Associates, Counsel, and Income Partners.
• Teams with colleagues in recruiting disciplines in devising and deploying on-boarding programs for lateral hires, first-year associates and summer associates.
• Advances a culture that promotes diversity and inclusion, collaboration, and a commitment to professional excellence.
• Supports internal and external requests for diversity plans and information, including: client and/or media inquiries, survey responses, publications, the development of collateral materials and website content.
• Assesses competitive trends and innovations in talent management, and correspondingly recommends, develops and implements prudent strategies and methodologies.
• Manages departmental staff, plans, operations and finances in accordance with prescribed policies, strategies, and objectives.
• Develops and manages effective lines of communication and relations with internal and external constituents.
• Manages the Professional Development Coordinator and CLE Coordinators. Oversees MCLE compliance and tracking functions.
Demonstrated success directly managing, mentoring and developing a team of professionals, as well as a strong business acumen and analytical skills, with the ability to develop and execute comprehensive short-term and long-term business plans is necessary. Must possess superior communication and engagement skills, including the ability to interact credibly and diplomatically with individuals at all levels of an organization, and recognize when to lead through influence, rather than control. Additional qualifications include a solid working knowledge of policies and practices pertaining to human resources and recruiting management, proven experience leading innovation and continuous improvement in talent management capacities, as well as advanced project planning and management skills. Individual must be self-motivated and work effectively in a matrix management structure, and demonstrate sound judgment, integrity, and results orientation to inspire trusted advisor relationships. Client-service orientation, with the ability to balance and manage the evolving plans and needs of the organization, within and across constituent business segments is needed. Prior experience working with talent management software (such as viDesktop) is desirable. Bachelor’s degree required, JD or relevant Master’s Degree (e.g. MBA) is a plus.
Schiff Hardin is committed to equal employment opportunity and diversity in the workplace. We maintain a policy of considering all qualified applicants for employment without regard to race, color, religion or creed, sex, gender, sexual orientation, gender identity or expression, age, citizenship status, order of protection status, national origin, ancestry, medical condition, genetic information, marital status, physical or mental disability, parental status, source of income, military or veteran status, unfavorable discharge from military service, or any other basis protected by federal, state or local law. We will consider qualified applicants with criminal histories in a manner consistent with the San Francisco Fair Chance Ordinance.
Equal Opportunity Employer, Minority/Female/Disabled/Vets/Sexual Orientation/Gender Identity.