Attorney Development Manager

Ropes & Gray is a preeminent, global law firm. The firm has been ranked in the top-three on The American Lawyer's prestigious "A-List" for seven years and is ranked #1 on Law.com International's "A-List" in the U.K. - rankings that honor the "Best of the Best" firms.

The firm has approximately 2,500 lawyers and professionals serving clients in major centers of business, finance, technology, and government in Boston, Chicago, Dublin, Hong Kong, London, Los Angeles, New York, San Francisco, Seoul, Shanghai, Silicon Valley, Singapore, Tokyo and Washington, D.C.

The firm has consistently been recognized for its leading practices in many areas, including asset management, private equity, M&A, finance, real estate, tax, antitrust, life sciences, health care, intellectual property, litigation & enforcement, privacy & cybersecurity, and business restructuring.

Ropes & Gray is an equal opportunity employer.

JOB SUMMARY:

The Attorney Development Manager (“ADM”) for the Strategic Transactions Group (which includes the capital markets, M&A, intellectual property transactions, and emerging company/venture capital specialty groups) 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, equity and inclusion to ensure 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 fellow ADMs to staff associates and manage their workloads, overseeing a robust performance review and management process, participating in strategic workforce planning, and partnering with other attorney talent teams, as well as supporting certain practice and specialty group administrative needs. 

The manager collaborates with the practice and specialty group leaders, ADPs, the Senior ADM, and other attorney development managers to ensure that attorney developmental needs are addressed. The manager coordinates 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 and specialty 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, Equity & 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; oversight of key components of the attorney development model; and management of certain attorney development and diversity, equity & inclusion initiatives.

ESSENTIAL FUNCTIONS:

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 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 practice and specialty group leaders and ADPs with the associate feedback process 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 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 practice and specialty groups, as well as all aspects of the practice. Work with the practice and specialty group leaders and ADPs to maintain the integration of professional development goals into the assignment process. Work with practice and specialty group leaders and ADPs to integrate practice group planning into the assignment process. Where necessary, facilitate the work assignments with other firm practice groups. Help the 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 practice and specialty groups leaders and associates such that individual goals relating to productivity are achieved and 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.
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, Equity & 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 attorney talent, legal recruiting, and professional development to provide for a seamless integration of new and lateral associates.
10. Collaborate with legal recruiting regarding summer associate trainings and social events for the practice and specialty groups.
11. Collaborate with professional development and practice groups to develop strategic programming for associates.
12. Provide firsthand support as needed to the practice and specialty group leaders across offices, including international offices (as applicable).

EDUCATION, EXPERIENCE AND SKILLS REQUIRED:

• J.D. and at least 4 to 6 years practice experience, preferably practicing corporate law at a peer law firm, or at least 5 years of 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. Practice experience in capital markets or public M&A a plus.
• 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 to grasp larger concepts as well as details.
• Energetic and proactive orientation; be driven to and energized by accomplishment with minimal oversight.
• Ability to respond quickly and positively to shifting demands and opportunities; and ability to work under tight deadlines and manage multiple, detailed tasks.
• Ability to anticipate problems and issues and exercise independent judgment in seeking a resolution.

Ropes & Gray is proud to offer a comprehensive Total Rewards package to our business support team members. The firm also offers comprehensive health and well-being benefits, personal and professional development, career growth opportunities and a collegial and supportive culture. The anticipated pay range for this role is listed below, and represents our good faith and reasonable estimate of the starting salary range at the time of posting. In addition, this role is eligible for a discretionary bonus based on performance. The actual offered rate for this position will be determined based on job-related, non-discriminatory factors, including qualifications and experience, geographic location, education, external market data and consideration of internal equity.

Boston: $133,500 - $201,000

This position requires hybrid on-site presence as an essential function of the role. Employees are expected in-office four days per week. Consistent and predictable on-site presence is required for ongoing business continuity, professional development and effective collaboration with colleagues and management.