Covington & Burling LLP
Manager of Professional Development
Covington & Burling LLP, Washington, District of Columbia, us, 20022
Plan to join a dynamic team driving attorney professional development across the firm. The Manager of Professional Development will work alongside Managing Partners for Legal Personnel (MPLPs), Practice Group Assigning Partners (PGAPs), Multi‑Practice Assigning Partners (MPAP), and Directors of Professional Development to develop, implement, and lead firm‑wide professional development strategies.
Responsibilities
Assist in identifying associate career development needs and design and manage implementation of related programs.
Work closely with MPLPs, PGAPs, and MPAPs to help associates with integration and advancement issues such as navigating firm resources, seeking appropriate breadth and depth of work experiences, maximizing firm, practice group and office resources, managing interpersonal conflicts, and proactively addressing career advancement concerns with both associates and senior lawyers.
Provide confidential advice and guidance to attorneys at varying levels of seniority on career growth and development, including career planning, time and project management, work/life balance, transitions to/from leaves, and potential next steps in their professional careers.
Meet with associates in the Washington, DC office to welcome them to the firm and provide resources available through the Professional Development Department.
Support MPLPs, Assigning Partners, and Directors regarding associate needs, including staffing and utilization; provide ongoing analysis of workloads and track skills and experiences needed to recommend staffing needs.
Identify individual associate training gaps and propose solutions.
Create and maintain relationships within the firm at all levels, establishing a reputation as a trusted advisor for career advice and guidance.
Oversee the administration of performance evaluation processes, focusing on the Evaluation Committee, Senior Associate, and Counsel Evaluation processes.
Oversee attorney personnel change processes, managing junior team members who maintain department databases and integrate information across technology platforms and other departments.
Collaborate with Directors of Professional Development to develop a robust system for measuring the effectiveness and ROI of coaching programs, using data‑driven insights to inform strategy, suggest adjustments, and make improvements.
Develop and implement strategies to create a pipeline of external opportunities for associates, collaborating on secondment opportunities and keeping abreast of potential in‑house roles for associates looking to transition out of the firm.
Assist the Director with the Washington, DC budget for initiatives and programs.
Manage and supervise junior members of the Professional Development team in the Washington DC office.
Monitor current trends and best practices in legal talent and professional development and implement new innovations, as appropriate, to keep the firm’s efforts innovative and cutting edge.
Uphold high standards of confidentiality, discretion, and integrity, particularly with respect to sensitive and/or confidential firm and client information.
Qualifications
A minimum of five years broad‑based career development experience, with significant experience in legal, consulting, or other professional services organizations preferred.
Demonstrated success establishing, developing, and managing robust career development functions in a national or international, multi‑office environment.
Expert understanding of best practices in professional development and career development.
Strong interpersonal skills, including the ability to work effectively in a consensus‑driven organization and to create consensus‑based support for strategies and processes.
Passion for driving change and delivering innovative solutions.
Excellent written and verbal communications skills.
Highly organized and self‑directed, able to manage multiple projects simultaneously with strong attention to detail.
Strong analytical and problem‑solving skills with sound judgment.
An undergraduate degree is required; an advanced degree in organizational development, human resources, social sciences, or a related field or a J.D. preferred.
Status:
Exempt
Reports To:
Manager of Professional Development
Workplace Type:
Hybrid
Salary range: $118,800 – $178,000
Candidates hired for staff positions with a minimum work schedule of 30 hours per week are eligible for a comprehensive benefits package, including healthcare insurance. Learn more about benefits at Covington.
©/https://www.cov.com/en/careers/staff/benefits
Covington & Burling LLP is an equal opportunity employer and does not discriminate in any aspect of employment, including hiring, salary, promotion, discipline, termination, and benefits, on the basis of race, color, ethnicity, religion, national origin, gender, gender identity or expression, age, marital status, sexual orientation, family responsibility, disability (including physical handicap), or any other improper criterion.
Covington will consider qualified applicants with arrest or conviction records for employment in accordance with applicable laws, including the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and the San Francisco Fair Chance Ordinance.
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Responsibilities
Assist in identifying associate career development needs and design and manage implementation of related programs.
Work closely with MPLPs, PGAPs, and MPAPs to help associates with integration and advancement issues such as navigating firm resources, seeking appropriate breadth and depth of work experiences, maximizing firm, practice group and office resources, managing interpersonal conflicts, and proactively addressing career advancement concerns with both associates and senior lawyers.
Provide confidential advice and guidance to attorneys at varying levels of seniority on career growth and development, including career planning, time and project management, work/life balance, transitions to/from leaves, and potential next steps in their professional careers.
Meet with associates in the Washington, DC office to welcome them to the firm and provide resources available through the Professional Development Department.
Support MPLPs, Assigning Partners, and Directors regarding associate needs, including staffing and utilization; provide ongoing analysis of workloads and track skills and experiences needed to recommend staffing needs.
Identify individual associate training gaps and propose solutions.
Create and maintain relationships within the firm at all levels, establishing a reputation as a trusted advisor for career advice and guidance.
Oversee the administration of performance evaluation processes, focusing on the Evaluation Committee, Senior Associate, and Counsel Evaluation processes.
Oversee attorney personnel change processes, managing junior team members who maintain department databases and integrate information across technology platforms and other departments.
Collaborate with Directors of Professional Development to develop a robust system for measuring the effectiveness and ROI of coaching programs, using data‑driven insights to inform strategy, suggest adjustments, and make improvements.
Develop and implement strategies to create a pipeline of external opportunities for associates, collaborating on secondment opportunities and keeping abreast of potential in‑house roles for associates looking to transition out of the firm.
Assist the Director with the Washington, DC budget for initiatives and programs.
Manage and supervise junior members of the Professional Development team in the Washington DC office.
Monitor current trends and best practices in legal talent and professional development and implement new innovations, as appropriate, to keep the firm’s efforts innovative and cutting edge.
Uphold high standards of confidentiality, discretion, and integrity, particularly with respect to sensitive and/or confidential firm and client information.
Qualifications
A minimum of five years broad‑based career development experience, with significant experience in legal, consulting, or other professional services organizations preferred.
Demonstrated success establishing, developing, and managing robust career development functions in a national or international, multi‑office environment.
Expert understanding of best practices in professional development and career development.
Strong interpersonal skills, including the ability to work effectively in a consensus‑driven organization and to create consensus‑based support for strategies and processes.
Passion for driving change and delivering innovative solutions.
Excellent written and verbal communications skills.
Highly organized and self‑directed, able to manage multiple projects simultaneously with strong attention to detail.
Strong analytical and problem‑solving skills with sound judgment.
An undergraduate degree is required; an advanced degree in organizational development, human resources, social sciences, or a related field or a J.D. preferred.
Status:
Exempt
Reports To:
Manager of Professional Development
Workplace Type:
Hybrid
Salary range: $118,800 – $178,000
Candidates hired for staff positions with a minimum work schedule of 30 hours per week are eligible for a comprehensive benefits package, including healthcare insurance. Learn more about benefits at Covington.
©/https://www.cov.com/en/careers/staff/benefits
Covington & Burling LLP is an equal opportunity employer and does not discriminate in any aspect of employment, including hiring, salary, promotion, discipline, termination, and benefits, on the basis of race, color, ethnicity, religion, national origin, gender, gender identity or expression, age, marital status, sexual orientation, family responsibility, disability (including physical handicap), or any other improper criterion.
Covington will consider qualified applicants with arrest or conviction records for employment in accordance with applicable laws, including the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and the San Francisco Fair Chance Ordinance.
#J-18808-Ljbffr