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    Attorney Development Manager - London, United Kingdom - GOODWIN

    GOODWIN
    GOODWIN London, United Kingdom

    1 week ago

    Default job background
    Full time
    Description

    Make an impact at Goodwin, where we partner with our clients to practice law with integrity, ingenuity, agility and ambition. We are in the business of building authentic, long-term relationships with our clients, who are some of the world's most successful and innovative investors, entrepreneurs and disruptors in the life sciences, private equity, real estate, technology and financial industries, and where they converge. Our immersive understanding of these industries – combined with our expertise across high-stakes litigation and dispute resolution, world-class regulatory compliance and advisory services, and complex transactions – sets us apart. Our Global Operations Team – all business professionals of the firm – was named the "Best Business Team" by The American Lawyer.

    In one of two newly created attorney development roles, you will work closely with associates and partners in our UK Private Equity group (which includes M&A, investment funds and debt finance), as well as with the global Attorney Development and Practice Management teams. This role will work with the group to oversee staffing/work allocation, performance management and utilisation; and to implement associate retention strategies. You will also partner closely with the Human Resources, Diversity, Equity & Inclusion (DEI) and Learning & Professional Development teams to ensure a positive and inclusive experience as it relates to training, development, coaching, integration and onboarding, retention, performance management, and career transitioning.

    What you will do:

    Work Allocation

    • Manage work allocation for the associates assigned to the Private Equity practice group;
    • Analyse and report on capacity/workloads and forecast future capacity planning;
    • Work closely with associates to monitor workloads, focusing on associate retention and professional development; allocate additional work with an eye toward achieving an equitable distribution of assignments consistent with the clients' needs and the associates' individual professional development goals.

    Performance Management:

    • Understand tools, processes, and strategy to ensure proper execution of the attorney performance management process;
    • Monitor attorney evaluations and real-time feedback;
    • Prepare reporting on productivity and utilisation for the assigned cohort;
    • Confer regularly with partner leaders to review reporting;
    • Facilitate the delivery of formal reviews;
    • Advise partners on specific and/or sensitive performance-related situations;
    • Coach attorneys on how to implement feedback received.

    Advisor Program:

    • Working in conjunction with the designated BU partners, BU Practice Managers and the HR team, assist with the execution of the advisor programme; assign advisors and peer mentors to NQs and lateral hires; and solicit feedback from both advisors and advisees to ensure that the programme is meeting its goal of enhancing associates' professional development and engagement;
    • Work to make recommendations for continuous enhancement and improvement of the mentor program.

    DEI:

    • Support the Firm's DEI strategy and goals via development outreach with attorneys and championing DEI-sponsored initiatives and events;
    • Encourage inclusion among attorneys and serves as a resource for all attorneys;
    • Take advantage of Firm-offered resources to stay up to date on evidence-based strategic thinking in the DEI space.

    Recruitment/Onboarding & Integration:

    • Partner with the Recruitment team (Early Careers and Experienced Hires) to ensure strategic workforce planning and hiring efforts are taking place in support of the business units' and department's goals and staffing needs;
    • Partner with key internal departments to facilitate successful attorney onboarding and integration, including leading orientation sessions for new hires. In conjunction with HR, guide departing attorneys on transitioning and conduct exit interviews.

    Training and Development:

    • Collaborates with the Learning + Professional Development team and firm leadership to identify training needs and suggest program ideas for training curricula related to legal and professional skills that support attorney development of core competencies.

    Employee Relations:

    • Proactively consult with the Human Resources team on employee relations matters for thoughtful and efficient resolution.

    Other Duties and Responsibilities:

    • Collaborate with other team members and functional areas to develop and improve department-specific, Firm-wide, and Attorney Development Team processes, policies, and initiatives.

    Who you are:

    • Transactional legal practice experience preferred;
    • Excellent interpersonal and communication skills with an ability to manage multiple tasks simultaneously;
    • Ability to develop positive and collaborate working relationships;
    • Ability to demonstrate sound judgement and to respect, protect and maintain highly confidential and sensitive information;
    • Ability to effectively manage projects and tasks including demonstrating delegation and organisational skills;
    • Ability to work independently, be proactive and take initiative;
    • Ability to demonstrate effective creative problem solving and people management skills including coaching and mentoring;
    • Degree educated, or equivalent experience;
    • Minimum of 5+ years' related experience, preferably in a law firm or professional services environment;
    • Previous experience in staffing, workforce planning, development in a legal or professional services environment strongly preferred;
    • Working knowledge of Work, Outlook at Excel essential. Ability to learn and utilise additional programmes.

    Goodwin Procter LLP is an equal opportunity employer. This means that Goodwin Procter LLP considers applicants for employment, and makes employment decisions without unlawful discrimination on the basis of race, color, gender, gender identity or expression, age, religion, national origin, citizenship status, disability, medical condition, genetic information, marital status, sexual orientation, military or veteran status, or other legally protected status.

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