Reporting to the firm's Co-Managing Partners, the Director of Professional Development will develop and manage all aspects of the firm's associate training and development programs. In collaboration with other members of the senior management team and firm and department leadership, this individual will design and implement comprehensive orientation, training, and mentoring programs, as well as propose evaluation and compensation strategies that ensure the growth and advancement of the associates. He/she will advise firm management on strategies that will continue to foster open and honest communications, as well as a culture of respect and inclusion. This individual will ensure that all programs are aligned to the dynamic and changing business needs of the firm and its clients, as well as develop mechanisms for measuring and monitoring their effectiveness. He/she will also serve as an individual advisor to associates regarding issues related to their ongoing professional development and partnership advancement. It is imperative that this individual balance the need to develop and maintain trust with the associates while also acting on behalf of senior management.

 

The Director of Professional Development will be an integral member of several firm committees, including the Associates' Committee, the Diversity and Womens' Implementation Committees and the Operating Committee. He/she will be responsible for preparing and managing the Professional Development budget as well as directing the activities of other staff members under his/her supervision.

 

 

The Director of Professional Development will be an experienced professional with a minimum of 8-10 years of relevant experience. The ideal candidate for this position will preferably have functioned as the lead professional development individual in a law firm or other professional services organization and will possess solid functional expertise in all facets of professional development and training. The ideal candidate will have demonstrated success working in a matrix or dual-reporting environment, and ideally will have worked in a partnership structure. The successful individual will have outstanding written and verbal communications abilities. This individual must possess the ability to have direct and candid conversations that are sometimes difficult or sensitive in nature, as well as act with the highest level of discretion. He/she must also have a demonstrated track record of achieving results in a demanding environment. A JD or other related advanced degree is highly preferred. 

 

Interested candidates should forward their resume to:   

 

Elizabeth A. Kelly

Director of Human Resources

Choate Hall & Stewart LLP

 

The Career Guidance Manager provides confidential career development, advancement counseling and coaching to associates firm-wide. The CGM serves as a resource for all associate issues affecting their experience at Ropes & Gray. In this role, the CGM must strike a balance between supporting the needs of the associates and the needs of the firm.

In addition, the CGM is an integral part of the attorney support structure, providing critical administrative support for all lawyers. Working in a fast paced environment, the CGM needs to be a highly skilled project manager with the ability to manage projects of varying complexity. The CGM must be able to work across functional areas, analyze data and draft and review documents. The CGM is expected to anticipate challenges, propose ideas and solve problems in a proactive manner. Over time, the CGM is expected to develop a sophisticated understanding of the firm culture, develop formal and informal networks within the organization and have affective influencing skills to assist in completing projects.

ESSENTIAL FUNCTIONS:
* Serves as a confidential resource for associates in helping them navigate any career and firm related issues, including individual career development, advancement counseling, coaching and planning.
* Assists associates in transitioning out of the firm (whether the transition is voluntary or involuntary).
* Responsible for oversight of the exit process, conducting exit interviews of departing associates and career associates. Synthesizing data and making recommendations resulting from analysis of quarterly reports.
* Manages the contract process and acts as liaison between outplacement agencies and the firm with respect to exited associates.
* Supports department heads and practice group leaders to address individual or departmental issues with associates and to identify and nurture high value associates.
* Receives regular consultation from the firm's internal consultant to insure consistency in the coaching model firm-wide.
* Serves as a resource to associates' committee, policy committee, women's forum, associates' development committee and pro bono committee regarding associate issues.
* Responsible for the on-boarding process for all lateral associates, career associates and technical advisors.
* Manages programs relating to associate life cycle, including the Impact and GO programs.
* Responsible for creating, reviewing, revising, communicating and implementing programs and policies that effect attorneys on an as-needed basis.

ESSENTIAL CAPABILITIES:
* Able to work with all levels of associates, partners, and firm management on all issues affecting associate life, including on-boarding, retention and advancement and exiting.
* Able to work with associates to develop and implement career goals and address issues of concern.
* Can accurately assess an associate's work and interpersonal style, and can effect change through a six-month coaching intervention.
* Displays a positive, proactive and self-directed approach to meet deadlines and manage multiple priorities.
* Seeks out feedback from internal clients and work teams and demonstrates flexibility in approach to deliverables.
* Takes ownership of work and demonstrates willingness to accept responsibility for decisions and actions.
* Thrives in a team-oriented, collaborative work environment and has strong interpersonal relationship skills at all levels.
* Demonstrates the ability to maintain strict confidentiality of the firm's internal and personnel affairs.
* Able to work in a multi-office environment.
* Able to work effectively in a culturally and educationally diverse environment.

Please apply directly online at http://ropesgray.interviewexchange.com/jobofferdetails.jsp?JOBID=19432

This position provides leadership to, directs and coordinates the admissions program of The State Bar of Nevada, including daily operations, meetings of the Board of Bar Examiners, leading the Admissions staff, administration of two (2) bar examination per year. This position is ultimately responsible for determining the character and fitness and the eligibility of all applicants seeking admission to the bar in Nevada.

 

Juris Doctor or equivalent degree from an ABA approved law school is preferred. Bachelor's degree (B.A.) from four-year college or university is required. A minimum of five (5) years progressively responsible experience in administrative or professional positions. Managerial experience in a legal setting involving multiple complex issues desired. Successful candidates must demonstrate the ability to maintain confidentiality, sound judgment, management, analytical and problem-solving skills; excellent project management, organizational and administrative skills; strong communication skills. Computer literacy, including database applications, word processing, spreadsheets and e-mail, is required.

 

Submit cover letter, resume, and voluntary self-identification form to hr@nvbar.org no later than June 30, 2010.

 

The State Bar of Nevada is an Equal Opportunity Employer.