Attorney in Los Angeles, CA

Law Firm

Los Angeles, CA

Attorney in Los Angeles, CA

Non-practicing Attorney

Min 10 yrs required

No

Job Title: Director of Performance Management

Job Responsibilities:
- Design, implement, and oversee a performance management program that aligns with the law firm's strategic goals and objectives. This includes ensuring that each professional level, across both legal and consulting sides of the business, has a defined performance management process. The role may also evaluate the potential expansion of this function to include Business and Administrative Professionals.
- Lead the continuous improvement of firm-wide performance management processes that support overall goals and objectives, integrating performance management into all phases of development. This involves identifying best practices and current trends in performance management.
- Develop and maintain performance evaluation tools and processes, including setting clear expectations, providing ongoing feedback, and conducting performance reviews. This responsibility includes evaluating the implementation of a "Realtime Feedback" tool where not currently used.
- Review and revise core competencies at all levels within the firm, incorporating them into performance evaluation processes. Collaborate with other roles within the firm, including professional development, practice management, and human resources team members, to ensure appropriate training tools are in place to develop all professionals in line with core competencies at each level.
- Partner with firm leaders, including business unit and group leaders and department heads, to establish individual performance goals.
- Oversee the advancement process for the associate group and actively participate in the annual associate compensation process.
- Coach and mentor performance evaluators on providing effective performance feedback and development opportunities for their teams. Develop and deliver training programs on performance management as appropriate.
- Analyze performance data and identify trends to inform strategic decision-making and talent development initiatives.
- Ensure compliance with all applicable legal and ethical requirements related to performance management.
- Collaborate with professional development and human resources departments on professional development initiatives, including exit interview processes.
- Collaborate on, design, and/or execute other projects, duties, and initiatives as requested.

Education and Experience Information:
- A Bachelor's degree in a related field is required, with a JD highly preferred.
- The candidate should have 10+ years of experience in performance management or a combination of performance management, human resources/legal personnel, or related fields in a legal or professional services environment. Experience in a law firm is strongly preferred.
- Proven track record of designing and implementing performance management programs, core competencies, and exit interviews in a legal and/or professional services environment is essential.
- Excellent analytical and problem-solving skills are required.
- Demonstrated ability to deliver high-quality work while maintaining a client service focus is necessary.
- Superior communication and interpersonal skills, including the ability to gather information from a broad range of sources and influence others to make changes, are crucial.
- The candidate must be collaborative, proactive, engaged, and willing to work in a matrixed environment, partnering with colleagues both within and outside of the professional development team.
- Proven ability to effectively foster a cohesive and productive environment and handle complex relationships is needed.
- Ability to function in a fast-paced, service-oriented environment, prioritize multiple projects on a daily basis, adjust to shifting priorities, all with a “can-do” “roll up the sleeves” attitude is important.
- Ability to work discreetly with confidential information and situations is required.
- Strong planning, project management, analytical, organizational, and problem-solving skills are necessary.
- Ability to work independently and as part of a team with a proactive and positive style that fosters collaborative working relationships is critical.
- Deep personal commitment to integrity, excellent judgment, and the highest standards of ethics is expected.
- Excellent computer skills, including proficiency in using Microsoft Word, Outlook, Excel, and PowerPoint, are required. The ability to quickly master new applications and software is critical. Familiarity with HRIS systems (including Workday and Vi) and advanced reporting tools is a plus. Excellent Excel/modeling skills are a must.
- Ability to travel as needed.

Salary Information:
- The base annual pay range for this role is between $200,000-$250,000. The base pay offered will vary and depend on skills and qualifications, experience, location, and will also take into account internal equity. A full range of medical, financial, and/or other benefits dependent on the position will also be offered.

EEO Statement:
The law firm is an equal opportunity employer, dedicated to a policy of non-discrimination in employment on any basis including race, color, physical or mental disability, religion, creed, national origin, citizenship status, ancestry, sex or gender (including gender identity, gender expression, status as a transgender or transsexual individual, pregnancy, childbirth, or related medical conditions), age (over 40), genetic information, past, current, or prospective service in the uniformed services, sexual orientation, political activity or affiliation, genetic information, and any other protected classes or characteristics protected under applicable federal, state, or local law. Consistent with the American Disabilities Act, applicants may request accommodations needed to participate in the application process.

Legal and Compliance:
The law firm will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, the employer is required to provide you written instructions and an opportunity to contact SSA and/or DHS before taking adverse action against you, including terminating your employment. Employers may not use E-Verify to pre-screen job applicants or to re-verify current employees and may not limit or influence the choice of documents presented for use on the Form I-9. In order to determine whether Form I-9 documentation is valid, the employer uses E-Verify’s photo screening tool to match the photograph appearing on some permanent resident and employment authorization cards with the official . Citizenship and Immigration Services’ (USCIS) photograph. If you believe that your employer has violated its responsibilities under this program or has discriminated against you during the verification process based upon your national origin or citizenship status, please call the Office of Special Counsel at the provided contact information.