Salary: to $130K Status: Direct Hire
Location: San Francisco, CA
The Legal Personnel Manager will report to the Legal Personnel Director and work with Practice Management Department to integrate new attorneys, help all attorneys to become successful legal practitioners, facilitate open communication between partners and associates, and encourage the existence of a strong firm community. This position can be based in our Mountain View or San Francisco office.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Perform the role of “HR Manager for Attorneys” with respect to personnel issues pertaining to the firm’s associates, staff attorneys, patent agents and engineers, and privacy professionals.
Address questions about firm personnel policies and procedures such as: leaves of absence, flexible vacation, performance reviews, hours elections, career development plans, work opportunities, grievances, interpersonal challenges involving a supervisor or peer, compensation and bonus matters, reduced schedules and other flexible work arrangements, office transfers, mentoring, coaching needs, transitions, and outplacement counseling.
Manage and support evaluation processes and related communications for associates, staff attorneys, patent agents and engineers, and privacy professionals (i.e., spring cycle, fall cycle, and upward reviews) in collaboration with practice group leaders and directors.
Manage and support year-end salary and bonus compensation for associates, staff attorneys, patent agents and engineers, and privacy professionals in collaboration with practice group leaders and directors.
Work with confidential and informal mentors and advisors; facilitate problem-solving and intervention where appropriate.
Oversee and monitor performance improvement plans.
Work and collaborate with HR regarding attorney benefits, firmwide policies and procedures, and issues raised by attorneys that involve staff.
Liaise between partners and associates in all offices and work to create a sense of community within the firm.
Oversee exits, including ensuring exit interviews are conducted with departing associates to obtain information that might improve the firm’s retention performance.
Liaise with practice group director and client services team on developing effective processes and programs to help attorneys who wish to leave the firm find jobs that make full use of their abilities and meet their personal needs for career satisfaction.