Requisition Number: 2022-11-01631-0175-001
Job Title: Manager, Legal Talent (HR)
City: New York
State: NY
Shift: Monday-Friday, 9:30 AM-5:30 PM
Hours: 35

Simpson Thacher & Bartlett LLP is one of the world’s leading international law firms. The Firm was established in 1884 and has more than 1,000 lawyers. Headquartered in New York with offices in Beijing, Brussels, Hong Kong, Houston, London, Los Angeles, Palo Alto, São Paulo, Tokyo and Washington, D.C., the Firm provides coordinated legal advice and transactional capability to clients around the globe. Cross-border finance, banking and bank regulation, mergers and acquisitions, securities issuance and regulation, project and asset based finance, real estate, asset management, joint ventures, taxation, litigation and dispute resolution are important aspects of the Firm’s practice.

Manager, Legal Talent (HR)

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Description/Job Summary

The Manager of Legal Talent (HR) is responsible for supporting management in all aspects of the Legal Talent department functions, including evaluation processes, associate integration and additional key professional development initiatives for all Associates Firm-wide.  This role is an integral part of the Firm’s culture and serves as primary resource for all Associates.

Responsibilities/Duties

  • Support the Chief and Director with firm-wide Review Processes
    • Manage and coordinate with the Legal Talent Team to support the delivery of thorough evaluations and developmental objectives for Associates
    • Participate in the relevant meetings with Group and Office leadership to discuss associate evaluations for the group/office
    • Coordinate with and assist the Legal Talent Team with ensuring robust feedback is provided to each associate in the group in a timely fashion and related follow-up items are handled  
    • Assist with intake of verbal evaluations on an as needed basis
    • Maintain review database, ViEvaluation, to optimize usage
    • Maintain and oversee related review reports
    • Manage and coordinate related tasks within Legal Talent team
    • Lead communication with Legal Talent Development Committee
    • Manage the annual Upward Review program across all participating offices
  • Assist in other performance management initiatives, including promotion of real-time feedback Partner with  Alumni Relation lead on job searches and career counseling
  • Work closely with Directors, the Diversity Equity & Inclusion team and other managers within the department on various initiatives and programs addressing associate feedback, work-life integration and engagement
  • Partner with Professional Development Managers across practice groups and senior members of the Legal Talent Team to assess utilization across and help ensure appropriate workflow and professional development opportunities
  • Provide interim staffing support on an as needed basis
  • Work closely with the senior members of the Legal Talent team on incoming Associate related responsibilities; lead communication efforts and facilitate internal processes in advance of Associate arrivals and help lead integration efforts
  • Partner across departments to help optimize and enhance our core legal personnel processes (e.g. Human Resources, Benefits, Finance, IT). Serve as a point of contact for all attorney-relation related requests or issues
  • Oversee Legal Policy Handbook maintenance and updates
  • Assist with planning practice group and other social/connectivity events
  • Coordinate Workday integration with Human Resources lead
  • Coordinate arrival process for lateral hires and incoming attorneys, including STBReady logistical planning
  • Participate in exit-interviews for departing associates and ensure related data is synthesized and analyzed
  • Oversee departmental expenditures, prepare and analyze reports, and assist with the annual departmental budget; review LT expense accounts on a quarterly basis
  • Serve as a resource to attorneys and provide guidance and direction on Firm policies, procedures and standards in support of the Firm’s strategic goals, objectives and initiatives
  • Perform other duties as assigned

Required Skills

  • 5 to 6 years of comparable experience in legal personnel/human resources
  • Strong oral and written communication skills
  • Must have superior judgment and the ability to deal discreetly with confidential information
  • Ability to interact well and build professional relationships with a collaborative approach to working with all levels and departments
  • Ability to self-direct, manage multiple priorities, analyze needs and implement solutions
  • Strong organizational skills and attention to detail for both long and short-term projects and responsibilities
  • Experience with Excel and PowerPoint and other legal personnel and recruiting applications
  • Must be flexible to adjust hours to meet departmental needs
  • Must display professionalism and quality service to internal members/departments of the firm as well as external clients and vendors

Preferred Skills

  • Prior managerial experience preferred
  • Coaching certification preferred
  • SHRM certification preferred

Required Education

  • Bachelor's degree required.

Details

Salary Information

The estimated base salary range for this position is $130k to $180k at the time of posting. The actual salary offered will depend on a variety of factors, including without limitation, the qualifications of the individual applicant for the position, years of relevant experience, level of education attained, certifications or other professional licenses held, and if applicable, the location in which the applicant lives and/or from which they will be performing the job.

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Simpson Thacher & Bartlett is committed to a collegial work environment in which all individuals are treated with respect and dignity. The Firm prohibits discrimination or harassment based upon race, color, religion, gender, age, national origin, citizenship status, disability, marital or partnership status, sexual orientation, protected veteran’s status or any other legally protected status. “Gender” includes actual or perceived sex, a person’s gender identity, self-image, appearance, behavior or expression, whether or not that gender identity, self-image, appearance, behavior or expression is different from that traditionally associated with the legal sex assigned to that person at birth. This Policy pertains to every aspect of an individual’s relationship with the Firm, including but not limited to recruitment, hiring, compensation, benefits, training and development, promotion, transfer, discipline, termination, and all other privileges, terms and conditions of employment.