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Arnold & Porter Chief Legal Talent Officer in New York, New York

The Talent Development Department of Arnold & Porter has an opening for
a Chief Legal Talent Officer (CLTO). The CLTO may be located in the
Washington, New York or San Francisco office. The Chief Legal Talent
Officer will develop, elevate, and promote first-rate legal recruiting
and talent development programs that attract, develop and retain the
highest caliber legal talent, with the focus on developing the firm’s
lawyers at all levels to achieve their full potential. The CLTO is
expected to be a strategic thinker and thought leader in recruiting and
development initiatives that also encompass all aspects of the ongoing
Associate experience, developing creative solutions that demonstrate the
firm’s commitment to wellness and promotes morale and long-term
engagement. The CLTO will perform all responsibilities with a commitment
to providing superior service to the firm’s attorneys and advisors. The
CLTO will manage effective departmental operations, promoting an
atmosphere of teamwork and continuous improvement, and will serve as a
positive role model and mentor to the legal talent team. The CLTO will
report to the Chief Operating Officer and work closely with the firm
Chairman, Co-Managing Partners, Chief Diversity & Inclusion Officer,
Chief Administrative Officer, Chief Human Resources Officer, Practice
Management, the Management Committee and other leadership within the
firm. This individual will manage a team of approximately 25 staff
members through four direct reports, including a Director of Attorney
Professional Development, a Director of Attorney Recruiting, a Director
of Attorney Career Counseling and a Director of Legal Personnel. The
Chief Legal Talent Officer will: Work with the Firm Chairperson,
Co-Managing Partners, Chief Operating Officer, Chief Diversity &
Inclusion Officer, Chief Administrative Officer, Chief Human Resources
Officer, and other senior stakeholders to develop, implement, and
advance state-of-the-art, best-in-class legal talent management programs
that encompass the recruitment, retention, training, development,
evaluation, and compensation of the firm’s lawyers. Develop a general
resource hub tailored to “the Associate experience” at the firm,
supporting professional development and personal wellness needs of
associate attorneys; ensure effective internal communications about
these resources as well as incorporation into the firm’s external
recruiting and “best places to work” communications efforts. Act as a
thought leader to develop the strategic direction and ensure
effectiveness of global recruiting and development programs and events,
including on-campus recruiting, lateral Associate recruiting, summer
associate and trainee programs, onboarding and integration, academies,
external training programs, CLE programming, and other related programs.
Maintain up-to-date knowledge of current legal talent management trends,
program design and strategies, and market data, including peer firms,
and be able to create new and innovative programs for lawyers. Develop
partnerships with key external stakeholders and other thought leaders in
the areas of legal talent recruiting and attorney development that will
support and enhance the firm’s brand and culture as an employer of
choice and a great place to work. In consultation with the Chief
Diversity & Inclusion Officer, firmwide resource groups, and other key
stakeholders, including practice group leadership, develop and support
diversity and inclusion efforts in recruiting, retaining, and advancing
the firm’s legal talent; ensure an inclusive approach to the development
and implementation of Associate recruitment, professional and career
development, and Associate life/engagement related initiatives. Develop
programs to enhance the general and practice-specific performance of the
firm’s lawyers, including programming on performance management and
evaluation, legal skills training and assessment, wellness, benchmark
management, and other training and development programs. Conduct an
organizational review/audit of the existing legal talent department
structure and processes, including the use of talent/recruiting-related
committees, and make recommendations regarding what is working, what is
not, and how best to utilize all available resources to continually
improve the firm’s ability to recruit, retain, develop and promote
lawyers. Oversee efforts with senior firm leadership, Chief Officers,
Practice Group Leaders, and Practice Managers on the creation of
attorney training programs, including programs specifically related to
firm economics, leadership, management, and culture. Collaborate with
Practice Management on mentoring, sponsorship, shadowing, and other
programs to ensure the development needs of each practice area are met.
Travel to local firm offices to implement strategic legal talent
initiatives, understand the culture of the firm, and forge connections
with the firm’s attorneys. Manage department staff, including Directors
of Attorney Recruiting, Legal Personnel, Attorney Professional
Development, and Career Counseling, as well as staff reporting to such
Directors, to foster high standards, high levels of expertise and
skills, excellent internal and external client service, creativity, and
innovation. In consultation with the Chief Marketing Officer, oversee
internal and external communications related to responsible areas,
including with law schools, external training and development vendors,
and internal facilitators, for appropriate messaging and achievement of
program goals. Serve as a department liaison and collaborate with other
Chief Officers and their department staff to ensure smooth delivery of
services to the firm’s lawyers and clients. Develop and understand firm
data surrounding recruiting and development to inform the firm’s hiring
and development needs; determine which Key Performance Indicators and
other technology tools to use to measure progress against these metrics.
Collaborate closely with the Chief Human Resources Officer and/or the
Office of the General Counsel on employee relations matters that
directly involve the firm’s legal talent. Develop, monitor, and manage
the firm’s legal talent and development budget to ensure goals are met
in accordance with the budget and in the most productive and
cost-effective manner possible. QUALIFICATIONS: Bachelor’s degree
required, with graduate and/or law degree a plus. A minimum of 15 years
of broad-based talent management experience, including strategic
planning, professional development, performance management, talent
acquisition, and career and recognition systems for highly
sophisticated, global, multi-office law firms and/or other professional
service organizations. Demonstrated deep knowledge of professional
talent management field and trends, including understanding of best
practices in recruiting, professional development, career development,
coaching and counseling, adult learning principles, and instructional
design. Strategic-thinking and analytical skills, with the ability to
evaluate and implement sophisticated talent management programs and
initiatives, including data analytics. Proven experience leading
innovation and continuous improvement in talent management capacities;
superior communication and engagement skills, including the ability to
interact credibly and diplomatically with individuals at all levels of
an organization, and recognize when to lead through influence rather
than control. Executive presence and excellent presentation skills,
including the ability to effectively communicate and explain complex
data and concepts. Demonstrated high emotional intelligence, with strong
influencing skills and ability to overcome objectives and gain buy-in.
Demonstrated inclusive leadership and cultural competency skills, with
an understanding of the opportunities and challenges related to
advancing diversity in the legal industry, and large law firms
specifically. Ability to work collaboratively with a variety of firm
leadership to build consensus around legal talent management strategy
and tactics Strong service orientation and an ability to establish and
maintain effective working relationships with peers, office and firm
management, and outside business partners. Excellent writing, research,
and editing skills. Sound judgment and common sense, as well as a high
degree of integrity, tact, and discretion. Ability to leverage critique
of work to improve performance coupled with a commitment to professional
development and growth. Ability to multitask and work under pressure on
a large number of strategic initiatives, managing multiple priorities,
and adjusting to changing priorities in a professional manner. Strong
organizational and project management skills, with exceptional attention
to detail. Availability to travel as needed to the firm’s offices.
Arnold & Porter Kaye Scholer LLP uses E-Verify, which is a web-based
system, to confirm the eligibility of our employees to work in the
United States. As an E-Verify employer, we verify the identity and
employment eligibility of newly hired employees by electronically
matching information provided by employees on the Form I-9, Employment
Eligibility Verification, against records available to the Social
Security Administration (SSA) and the Department of Homeland Security
(DHS). We use E-Verify because we are a federal contractor containing
the Federal Acquisition Regulation (FAR) E-Verify clause. Please see the
posters for details regarding E-Verify or contact Arnold & Porter’s
Human Resources Department for more information. E-Verify Participation
Poster and Right-to-work Poster . Arnold & Porter is an equal
opportunity and affirmative action employer that does not discriminate
on the basis of race, color, creed, religion, national origin, sex
(which includes pregnancy, childbirth, breastfeeding and related medical
conditions), age, marital or partnership status, familial status, sexual
orientation, gender, gender identity, gender expression, transgender,
physical or mental disability, medical condition, family leave status,
citizenship status, immigration status, ancestry, genetic information,
military or veteran status, or any other characteristic protected by
local, state, or federal laws, rules, or regulations. Our firm's equal
opportunity policy applies to all employment practices and terms and
conditions, including, without limitation, recruitment, employment,
assignment, training, compensation, benefits, promotions, disciplinary
action and terminations. To achieve our goal of equal opportunity,
Arnold & Porter maintains an affirmative action plan through which it
makes good faith efforts to recruit, hire and advance in employment
qualified minorities, females, individuals with disabilities and
protected veterans. If you would like more information about your EEO
rights as an applicant under the law, please click EEO is the LAW and
the Supplement poster. Arnold & Porter is an EO Employer -
M/F/Veteran/Disability/Sexual Orientation/Gender Identity.

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