Attorney Development Manager (Private Capital Transactions)

Ropes & Gray LLP; San Francisco (CA); Hybrid; USD 168,000 - 268,000; Full time

Benefits offered by this job

Discretionary bonus

Total rewards package

Job summary

Ropes & Gray LLP is seeking an Attorney Development Manager to oversee attorney development across practice groups. You will collaborate with leaders, ADPs, and development teams to staff associates, manage workloads, and support performance reviews.

This role includes strategic workforce planning and cross-office assignments to maximize growth and utilization. The position emphasizes supervision of a robust development model and coordination with practice groups to align training with firm

Qualifications

• J.D. with 4–6 years practice experience at a peer law firm preferred.
• Proficiency in Microsoft Office; Excel a plus.
• Strong communication, interpersonal and organizational skills.

Responsibilities

• Coordinate staffing and training opportunities to support associates' growth.
• Assign and reassign work across offices and departments.
• Track and analyze associate metrics like availability and utilization.
• Facilitate regular feedback between partners and associates.
• Develop professional development opportunities and training programs.
• Collaborate with recruiting and talent teams for seamless integration of new associates.

Skills

Strong communication

Organizational skills

Interpersonal skills

Independent work

Flexibility

Education

J.D.

4–6 years practice

Tools

Microsoft Office

Excel

viDesktop

Job description

About Ropes & Gray

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 eight consecutive years and #1 on Law.com's UK A-List twice in the past three years - rankings that honor the "best of the best" law firms.

The firm has approximately 2,500 lawyers and professionals serving clients in major centres of business, finance, technology, and government in Boston, Chicago, Dublin, Hong Kong, London, Los Angeles, Milan, New York, Paris, 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.

Overview

The Attorney Development Manager is responsible for the development of attorneys across the firm’s practice groups, including overseeing a broad range of attorney development and practice group initiatives, engaging practice group leaders and attorney development partners (ADPs) in developing the firm’s attorneys to their highest potential, collaborating with other attorney development managers and specialists to staff associates and manage their workloads, overseeing a robust performance review process, participating in strategic workforce planning, partnering with other attorney talent teams and practice development, as well as supporting certain practice and specialty group administrative needs.

The manager collaborates with department, practice and specialty group leaders, ADPs and other attorney development managers to ensure that attorneys’ 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 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 and ADPs 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; exposure to multiple practices within the firm; and management of certain attorney development initiatives.

Responsibilities

• 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. Coordinate the assignment and reassignment of work to associates and monitor assignments across all offices. Expose lawyers to assignments with all members of the appropriate departments, practice and specialty groups, as well as all aspects of the practice. Work with the department heads, practice and specialty group leaders and ADPs to maintain the integration of professional development goals into the assignment process. Work with department heads, 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 departments. Help the departments, practice and specialty groups to maintain an appropriate level of pro bono work.
• 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 department, 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.
• Assist the department heads, practice and specialty group leaders and ADPs with the associate feedback processes 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.
• Serve as a resource to attorneys and develop and identify appropriate professional development opportunities.
• Track, aggregate and analyze associate metrics including availability information and utilization rates. Partner with department heads, practice and specialty groups leaders and associates such that individual goals relating to productivity are achieved and department, 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.
• 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.
• Assist with and support other professional development initiatives, including recruiting materials and process, orientation, training camps, mentoring programs and other programs and initiatives.
• Partner with recruiting, attorney talent and professional development to provide for a seamless integration of new and lateral associates.
• Collaborate with recruiting regarding summer associate trainings and social events for the practice and specialty groups.
• Collaborate with professional development and practice groups to develop strategic programming for their associates.
• Provide hands‑on support as needed to the department heads, practice and specialty group leaders in multiple offices, including international offices (as applicable).

Qualifications

• J.D. and at least 4 to 6 years practice experience, preferably practicing at a peer law firm, or at least 5 years 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.
• 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 in order to grasp larger concepts as well as details.
• Energetic orientation; be driven to and energized by accomplishment.
• Ability to respond quickly and positively to shifting demands and opportunities; and can work under tight deadlines and handle multiple, detailed tasks.
• Ability to anticipate problems and issues and exercise independent judgment in seeking a resolution.

Compensation And Total Rewards Package

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: $150,100 - $240,150

San Francisco: $167,800 - $268,450

Working Conditions

This position requires hybrid on‑site presence as an essential function of the role. Consistent and predictable on‑site presence is required for ongoing business continuity, professional development and effective collaboration with colleagues and management.