Attorney Development Manager

Sterlington, PLLC; Argentina; Remote; ARS 136,310,000 - 212,038,000; Full time

Job summary

Sterlington PLLC is seeking a qualified professional to lead attorney development and Learning & Development initiatives. This is a full-time, independent contractor role that is 100% remote, aligned with US Eastern Time hours.

You will design programs grounded in adult learning theory, coach attorneys, build a feedback culture, and leverage data to improve utilization and performance across the firm. Ideal candidates bring a legal or attorney-development background, strong stakeholder

Qualifications

• Legal or attorney-development background, preferably in a law firm or legal tech.
• Ability to handle ambiguous situations and prioritize actions.
• Strong L&D program design grounded in adult learning theory.
• Experience coaching and mentoring, including people management.

Responsibilities

• Build a feedback cadence around firm-wide culture of feedback and support teams.
• Manage stakeholder relationships with partners and firm leadership.
• Create a sense of community with programs and touchpoints for associates.
• Own learning & development by designing end-to-end programs grounded in adult learning theory.
• Coach and mentor associates as a people manager, addressing performance concerns.
• Use data to drive decisions by analyzing utilization and performance data.
• Contribute to talent acquisition efforts and knowledge of US employment law aspects.
• Speak with authority to position attorney development as a real firm function.

Skills

Legal background

Attorney development

L&D design

Coaching

Job description

Location: 100 % remote
Contract: Full-time, Independent Contractor
Posting Jurisdictions: To support US Eastern Time working hours

Our Firm: Sterlington PLLC is a full-service law firm focusing on complex corporate, litigation, executive compensation, and private wealth matters. As a firm, we focus on the economics as well as the legal aspects of our matters. Among other strengths, Sterlington is the ultimate law firm for founders, senior executives, and UHNWIs as well as their related businesses. Learn more at: The Opportunity

What You'll Do:

• Build a feedback cadence. Built around our firm-wide culture of feedback, support team members in receiving the feedback they need to propel their growth - not just an annual review.
• Manage stakeholder relationships. Work closely with partners and firm leadership, tailoring your approach to each; this isn't a one-size-fits-all function.
• Create a sense of community. Develop the programs and touchpoints that make associates feel like they belong to the firm, not just assigned to it.
• Own learning & development. Design and manage L&D programs end-to-end, course design grounded in adult learning theory, that build associates' skills and support their career progression.
• Coach and mentor. Work directly with associates as a people manager: coach individuals, resolve performance concerns, and help them navigate their development.
• Use data to drive decisions. Analyze utilization and performance data to identify where associates are under- or mis-utilized and turn that into action.
• Bring a point of view on talent. Contribute to talent acquisition efforts, including future programs that grow our attorney team, and apply a working knowledge of US employment law where it touches development and performance.
• Speak with authority. Represent attorney development as a real function within the firm: confidently, directly, and with the credibility to influence how the firm thinks about its people.

What We're Looking For:

• A legal or attorney-development background. Ideally, you've done this work inside a law firm or legal tech environment - you understand what makes attorneys tick, and what "development" actually means in that context.
• This role calls for judgment rather than years served. You'll need to step into ambiguous situations, identify what's missing, prioritize it, and work the room to make it happen.
• Strong L&D program design skills. You know how to build training grounded in adult learning theory to achieve your objectives, not just schedule sessions.
• Real coaching and mentoring experience. Ideally, you've been a people manager before - this role is about developing people directly, not just administering a program.ty