Attorney Development Program Manager

Job Description

Attorney Development Program Manager

Position Type:          Full Time

                                    Exempt

                                    Hybrid Scheduled (3 Days Onsite)

Location:                   Los Angeles

Salary Range:           $129,900.00 - $185,000.00 annually *

*The salary range is the one that Munger, Tolles & Olson LLP reasonably expects to pay for this position.  The salary range does not guarantee, obligate, nor set expectations of an applicant’s wage in the event of hire.  The posted range is only one component of Munger, Tolles & Olson LLP’s Total Rewards package.

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The Attorney Development Program Manager works closely with the Associate Director of Attorney Development and Diversity and various committees to coordinate and implement the firm’s attorney development objectives and programs.  Under the guidance of the Associate Director of Attorney Development and Diversity, the Attorney Development Program Manager works independently to manage critical attorney development and retention programs, initiatives and is a trusted resource for associates, partners and firm management. 

Job Functions & Responsibilities

Program Management

• Manages and participates in firm-wide projects and initiatives, focusing on attorney training and development.
• Along with the Senior Director of Attorney Development and Diversity and Associate Director of Attorney Development and Diversity, meets regularly with assigned associates to assist with their integration and support at the firm; reports on themes and critical needs during team meetings and to other stakeholders as appropriate.
• Manages attorney matter assignment process and reports on cross-office capacity/workloads and forecasts future capacity needs. At the direction of the Associate Director, monitors attorney workloads, focusing on professional development and retention; and ensures equitable distribution of assignments aligned with the clients’ needs and individual professional development goals.
• Development and Retention Committee: Develops agenda by working collaboratively across the firm and with key stakeholders to ensure major initiatives discussed during meetings are tracked and progress is maintained. Translates stakeholder vision into actionable steps, collaborating with the Associate Director of Attorney Development and Diversity to implement and assess efficacy. Facilitates engaging and productive discussions during monthly meetings, encouraging attorney participation.  Build monthly watch list report for Development and Retention co-chairs and team for outreach and support for associates working exceedingly high hours.
• In collaboration with Attorney Development Coordinator, maintains firm attorney development statistics, mentoring data and additional tracking resources. Maintains all mentoring records; ensures the data is published on the firm’s systems (e.g., SharePoint pages, etc.). Tracks and reports on mentoring engagement; presents data during Development and Retention Committee meetings. Collaborates with the mentoring task force and the Attorney Development team with suggested program improvements.
• Oversees program management of onboarding, related discussions and needs, start date tracking, inclusion of new lawyers in flagship training events such as the New Attorney Retreat, monthly new associate surveys, collaboration on new training initiatives, and annual associate-facing surveys under the direction of the Associate Director of Attorney Development and Diversity.
• First Year Committee: Assesses staffing needs for all incoming associates using a centralized tracker, charts conflict reports, and presents updates to the committee during monthly meetings and bi-weekly meetings with the First Year Committee chair. Reports to the committee on the status of staffing needs and requests for first-year lawyers.
• Non-First Year Committee Staffing Needs: Responds to inbound requests for staffing support, and tracks and reports work declinations.
• Financial Dashboards (e.g., associate review productivity): Utilizes dashboards for staffing and associate review-related purposes. Works with the Attorney Development Specialist to manage updates for all associates, tracking leaves of absence (LOAs) and reduced hours, and ensuring updates for incoming associates within one week of joining the firm.
• Associate Review Committee: Under the direction of the Senior Director of Attorney Development and Diversity, collaborates with team members to support program operations, including finalizing countdown calendars, ensuring historical files are accessible, sending files to reviewers, transferring SharePoint files to viEval, coaching partners on using viEval, providing additional viEval guidance as needed, coaching associates on the review cycle or in follow-up meetings, and keeping Quick Reference Guides (QRGs) up to date with the viEval team.  Also manages the year-end compensation process and runs market analysis for bonus and annual salary data.

• Delivers firmwide trainings that meet professional, business, and client-service goals. Proposes, designs, introduces, and supports new initiatives as needed that track and evaluate the quality and quantity of attorney training opportunities, including collecting relevant data and producing related reports.
• Collaborates with the Associate Director of Attorney Development and Diversity and appropriate firm committees to deliver and continually enhance attorney orientation programs and lateral attorney integration initiatives, responds to identified training and development needs, and otherwise furthers attorney training and development efforts.
• Tracks attorney development opportunities, including sponsorship opportunities and development programming as well as individual development plans.  Provides suggested additional opportunities based on the firm’s strategic plan and attorney development goals.   
• Supports firm mentoring program, including implementing training and other resources for mentors and mentees.

• Manages and/or supports special attorney development projects.
• Performs other duties as assigned.

Advisory and Consultation

• Works closely with various department leaders and committees to develop and implement strategies for recruiting and retention of attorneys.
• Collaborates with appropriate committees and partners to meet staffing demands.

Data and Information Management

• Works with appropriate parties to ensure development and information and statistics are maintained and readily accessible.

• Oversees the completion of various client requests for development information.
   
• Analyzes development information and makes recommendations for strategies and programs to address gaps. 
   
• Analyzes work assignment data to ensure equitable access to and distribution of client opportunities.
   
• Researches and makes recommendations on technology tools to assist with associate work allocation and utilization, performance reviews, and development initiatives. 
   
• Prepares regular and ad hoc reports as assigned.

Tools

• Microsoft Office

• Various recruiting, HRIS, and tracking programs.

Minimum Job Qualifications

• Bachelor’s Degree or equivalent work experience required. 

• 5+ years of experience as a development manager preferred; law firm management experience required.

• Excellent interpersonal skills and ability to work effectively with a diverse group of internal and external clients, attorneys, and professionals.

• Ability to learn and embrace new skills and best practices as the position evolves and Firm needs change.

• Must have ability to work with minimal supervision on many projects and initiatives.    

• Ability to effectively communicate with attorneys, all levels of business services and contacts outside the Firm both verbally and in writing.

• Ability to use independent judgment, problem solve, take initiative and follow through.

• Ability to use HRIS, timekeeper systems and other talent systems to retrieve data.

• Expert ability to build strong relationships and operate as a trusted advisor to individuals at all levels of the organization.

• Strong data and analytics knowledge and ability to review metrics, measure value and take appropriate action to move forward on initiatives. 

• Ability to be available, as needed, to work extended hours, nights, weekends.   

Physical Demands

Writing, typing, reading, speaking, hearing, seeing, sitting, bending, reaching, lifting up to 25 lbs

Working Conditions

Quiet office environment in a high-rise building, seated the majority of the time

Direct Reports

None

Competencies

• Teamwork and Cooperation: Treating others with respect; works well with others; asks for help when necessary; willing to share credit; avoids pointing fingers or assigning blame; volunteers to help others when available to do so; empathetic to others.
• Communication: Communicating clearly and appropriately with adequate frequency and tools; understands the need for regular, timely and high-quality communication; listens actively and asks appropriate questions; understands the message.
• Flexibility: Adapting to changing conditions; willing to do something new/different; open to change; accepting of differences.
• Problem Solving: Seeking solutions to problems; proposes creative and effective solutions to problems; examines underlying cause of problems when seeking a solution.
• Service Focus: Desiring to help or serve those requesting service to meet their needs, responsive and available when needed, proactively anticipates needs and expectations and acts accordingly to support the success of the Firm.
• Self-Development: Using constructive feedback to improve; learns from mistakes; shows eagerness and capacity to learn; attends available training; shows interest in improving self; proactively looks for opportunities to gain experience in a range of responsibilities.
• Organization and Time Management: Orderly in approach to work; able to plan and execute work effectively and accurately; tracks and follows through on requests; maintains a well-organized and clean work area; prioritizes and understands urgency; able to be punctual and prepared; manages multiple tasks simultaneously.
• Composure: Understanding what triggers emotions and uses that knowledge to maintain a professional presence.
• Integrity: Dealing with ethical issues appropriately.  Acts in a way that is consistent with Firm values.

The Attorney Development Program Manager role is an amazing opportunity available on our team of professionals at Munger, Tolles & Olson, LLP! We offer competitive pay, benefits and an opportunity to make an impact in today’s world.

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Not sure if the Attorney Development Program Manager role is for you? Consider the Diversity and Inclusion Program Manager role!

If your passion lies in fostering a diverse, equitable, and inclusive work environment, you might find the role of Diversity and Inclusion Program Manager even more compelling.

This position allows you to work closely with the Associate Director of Attorney Development and Diversity, as well as various committees and stakeholders, to implement and manage the firm's DEI strategies.

You'll have the opportunity to lead critical initiatives, support affinity groups, and utilize data to drive meaningful change. If you're dedicated to promoting inclusivity and equity within the legal profession, this role offers a unique and impactful career path.

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About Munger, Tolles & Olson

Munger, Tolles & Olson has been consistently ranked on The American Lawyer’s A-List since its inception in 2004, including nine years in the top spot. We strive to hire only the most qualified and creative lawyers. We believe that clerkships provide valuable experience. In this regard, about 80% of our attorneys served as law clerks to federal or state judges and sixteen attorneys were clerks to U.S. Supreme Court Justices. We recruit and retain the best professional talent to support our Attorneys with a focus on service and excellence. We have a full spectrum of functional positions including Information Technology, Information Security, Accounting, Human Resources, Legal Support, and Marketing.

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MTO is an equal opportunity employer and does not discriminate in employment on the basis of race, including but not limited to hair texture and protective hairstyles (for example, braids, locks, and twists), color, ethnicity, religion, gender, gender identity or expression, pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth and breastfeeding, marital or domestic partner status, parental or family care status, national origin, ancestry, age, sexual orientation, disability or medical condition, genetic characteristic, political affiliation, military or veteran status, or any other characteristic protected by federal, state or local law.  It is the policy of Munger, Tolles & Olson LLP to prohibit discrimination, unlawful harassment (including sexual harassment), and retaliation.  This commitment prohibits such conduct by any individual involved in MTO’s operations and by anyone doing business with or on behalf of Munger, Tolles & Olson LLP.

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Munger, Tolles & Olson LLP (MTO) does not accept unsolicited resumes from 3rd parties or agencies.  Any unsolicited resumes and profiles received from 3rd parties or agencies will be considered property of MTO and no fees will be due or paid.  If you wish to become an approved Agency with MTO, please contact a member of the MTO Talent Acquisition Team.