Attorney Development Manager

Sterlington, PLLC; Brasil; Remote; BRL 433,000 - 611,000; Full time

Job summary

Sterlington PLLC, a premier US law firm, is seeking an attorney development leader to design and manage firm-wide learning programs. This remote, full-time contractor role partners with partners and firm leadership to align development with growth, culture, and client service.

You will build feedback cadences, mentor associates, and use data to improve utilization and performance. The position emphasizes judgment over tenure and requires knowledge of US employment law as it touches development

Qualifications

• L&D program design skills relevant to professional development.
• Proven coaching and mentoring experience in a professional services firm.
• Strong stakeholder management with senior partners and leadership.
• Ability to analyze utilization and performance data to drive decisions.
• Working knowledge of US employment law as it relates to development and talent acquisition.

Responsibilities

• Build a firm-wide feedback cadence to support growth.
• Manage stakeholder relationships with partners and firm leadership.
• Create a sense of community and belonging for associates.
• Own learning & development programs end-to-end, grounded in adult learning theory.
• Coach and mentor associates as a people manager.
• Use data to identify under- or mis-utilized talent and translate into action.
• Contribute to talent acquisition efforts and understand US employment law as it touches development.
• Speak with authority to represent attorney development within the firm.

Skills

L&D program design

Coaching and mentoring

Stakeholder management

Data-driven decisions

US employment law awareness

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