Attorney Development

All Jobs > Attorney Development & DEIB Manager

Washington, D.C. office preferred; other office locations considered

Full-time

Description

Full-time, hybrid in-office three days per week. Our preference is for this role to be based in Washington, D.C., but we will also consider applicants in our offices in Austin, Baltimore, Boston, New York, San Francisco, Seattle, and Washington, D.C.

Beveridge & Diamond, the nation’s first and largest environmental law firm, seeks a manager with significant professional development experience to execute the Firm’s strategies relating to attorney development and diversity, equity, inclusion, & belonging (“DEIB”) across its seven offices throughout the United States following significant and ongoing firmwide growth. Reporting to the Firm’s Director of Professional Development & Coaching, the Attorney Development & DEIB Manager (“ADM”) will collaborate closely with Firm-wide committees and departments who share responsibilities for creating a collaborative and supportive environment and building a workplace that fosters employee engagement and supports the Firm’s business objectives and values.

Guided by B&D’s objectives and priorities, the ADM will manage and execute the professional development and DEIB capabilities Firmwide to enhance the skills and abilities of our attorneys and integrate and retain talent. Through building relationships and creating opportunities for attorneys, the ADM will build upon and foster B&D’s prized culture of learning, coaching, feedback, and performance enablement where all levels of attorneys are highly engaged in continuous development.

The ADM will closely collaborate firmwide to develop and implement initiatives including (i) onboarding and integration; (ii) attorney workflow and work allocation; (iii) morale, retention, and employee engagement; and (iv) the associate and Of Counsel performance review process.

Requirements

I. Onboarding & Integration

1. Manage the execution of the Orientation, Onboarding, and Integration process, with a focus on optimizing, streamlining, and automating processes and working in collaboration with the Attorney Recruiting team.
2. Ensure successful integration for all new attorneys, of counsel, and shareholders through developing and executing comprehensive programs and coaching structures.
3. Collaborate with Attorney Recruiting Manager to weave talent development principles into the summer associate program.
4. Maintain ongoing contact with summer associates from when they receive their summer associate offers through when they begin as associates after law school to establish meaningful connections to the Firm.

II. Attorney Workflow and Work Allocation

1. In collaboration with the Attorney Workflow Committee, manage staffing of time-sensitive assignments to ensure excellence in client service and provide development opportunities for associates based on interests, availability, and client needs.
2. Monitor associate workload with a view to ensuring equity and proper work levels, tracking billable, non-billable, and pro bono hours.
3. Conduct proactive outreach to associates regarding workflow and work allocation.
4. Become familiar with attorney practice areas and keep abreast of changes within different areas of practice.

III. Morale, Retention, and Employee Engagement

1. Serve as the primary point of contact for associates and of counsel, offering guidance and support for their concerns and questions.
2. Meet with associates regularly to discuss their workload, areas of interest and identify appropriate professional development opportunities.
3. Serve as liaison between the Associate Committee and Firm Leadership. Conduct stay and exit interviews (or outsource as appropriate). Synthesize results and suggest areas for improvement.
4. Build on the success of the APEX Mentoring Program by executing robust mentoring and feedback programs throughout the talent lifecycle.
5. Lead mentor matching and implement processes to ensure that mentoring programs are meeting their goals.
6. Develop mentoring training structure, including leading (or outsourcing) trainings on a regular cycle and providing coaching and advising to mentors and proteges regarding effective mentor relationships.

IV. Associate and Of Counsel Performance Review Process

1. In conjunction with the Associate Evaluation Committee and as relevant to Of Counsel, execute the Firm’s formal semi-annual attorney evaluation process. Assist shareholders with the associate feedback process by gathering and organizing feedback and guidance on associate performance as delegated.
2. Advise shareholders on best practices for protocols and legal and firmwide standards (evaluation process and language; compensation and bonus decisions, potential shareholder admission date changes, requests for resources, coaching, and guidance for associates on career development matters).
3. Develop and conduct regular training opportunities (or outsource as appropriate) on seeking, giving, and receiving feedback and work to create culture of continuous feedback and improvement.

V. Diversity, Equity, Inclusion & Belonging

1. Assess, develop, and implement innovative systems, processes, initiatives, and policies to advance and cultivate DEIB at Beveridge & Diamond.
2. Work in alignment with the DE&I Committee to execute engagement strategies to meet the professional development needs of individual attorneys of color, women, LGBTQ+, and disabled attorneys.
3. Execute the plans and strategies of the DE&I Committee regarding programming, outreach, and initiatives.
4. Oversee and ensure accuracy in DEIB reporting obligations.
5. Supervise the DEIB Coordinator in execution of strategic DEIB priorities.

VI. Policies and Processes

1. Develop and maintain a structure for ensuring that all attorney talent policies are updated, clear, and consistently communicated, including but not limited to relevant portions of the Employee Policy Manual and the BDNet.
2. Oversee creation and maintenance of a comprehensive Talent portal on BDNet.

VII. Team Management

1. Lead, manage, and direct a professional staff with clear performance expectations, measures for accountability, and professional development opportunities.
2. Promote client service throughout department; ensure client service standards are set and achieved by team; provide coaching and mentoring to staff to ensure client service is accomplished individually and through teamwork.
3. Manage change effectively and contribute to the development of an evolving firmwide Talent strategy.
4. Ensure that staff is knowledgeable and trained on professional and technical matters. Provide supportive coaching; set achievable, challenging team goals; develop skills of team members to ensure achievement of client service priorities. Ensure team is structured effectively to meet client service objectives.
5. Promote consistency and fairness; facilitate open dialog. Ensure Firm policies and practices are followed within team. Prepare timely, substantive, and strategically aligned performance evaluations. Identify and timely address employee relations and performance concerns within team; collaborate with Human Resources and management to support effective and appropriate resolution. Participate in recruiting for department, including drafting position descriptions.
6. Consistently promote and model the Firm’s standards and expectations for collegiality, excellence, and client service.

VIII. OTHER DUTIES AS ASSIGNED.

As this is a new position, specific duties and responsibilities may be assigned over time.

Education and Experience

· Bachelor’s degree with a minimum of 5 years of experience within a legal or professional services environment. JD or other advanced degree strongly preferred.

· Law practice experience strongly preferred.

· Certification in coaching, human resources, and/or project management strongly preferred.

Teamwork and Applied Skills

· Ability to engage and educate stakeholders in understanding the full talent development cycle and the value of defined attorney expectations, mentoring, training, and feedback; ability to develop creative and customized solutions to deliver on strategic objectives.

· Ability to establish credibility with Firm leadership and key stakeholders quickly, influence without authority and create advocacy among associate attorneys, senior leadership, and influential shareholders.

· Exceptional verbal, presentation, and writing abilities.

· Excellent project management skills: ability to lead complex, detailed projects, and programs. Ability to manage multiple projects and deadlines. Keen sense of accountability, taking ownership over projects and responsibilities and resolving issues proactively.

· High level of emotional IQ – ability to manage interpersonal relationships judiciously and empathetically.

· Interest and comfort in leveraging technology and innovation principles to enhance efficiency, accuracy, and productivity.

· Comfort in conveying firm strategy in both large and individual group settings.

· Keen sense of accountability, taking ownership over projects and responsibilities, and resolving issues proactively.

· Hybrid schedule, onsite three days per week.

· Ability to travel domestically as needed, likely 5-7 times annually.