Director of Legal Engagement

Overview

This role serves as a senior member of the Talent team, partnering with Business Group Leaders, Business Unit Leaders, and attorney leadership to drive strategic attorney staffing, workload optimization, development alignment, and talent sustainability across legal practices.

The position functions as a connector between practice leadership, practice management, recruiting, training and development, and performance and advancement teams to ensure attorney resources are deployed effectively in support of client service, attorney growth, and firm profitability.

Responsibilities

Attorney Staffing, Utilization & Optimization

• Develop and implement attorney staffing and resource optimization strategy, aligning matter demand, pipeline projections, attorney skill sets, seniority mix, and development needs with client service requirements across practices and offices.
• Establish and maintain staffing policies, workflows, and governance structures to support consistent, transparent, and equitable attorney work allocation.
• Analyze matter pipelines, demand forecasts, and utilization trends to identify staffing risks, hiring needs, leverage opportunities, and structural constraints.
• Collaborate with Business Group Leaders, Business Unit Leaders, and designated staffing attorneys to oversee attorney work assignment processes and proactively manage capacity, utilization, and workload balance.
• Track and interpret key attorney staffing and utilization metrics, translating insights into actionable recommendations that support productivity while balancing attorney development, engagement, and well-being.

Attorney Development & Performance Management

• In close partnership with Training and Development and Performance and Advancement teams, support the attorney performance review cycle by helping ensure reviews are timely, calibrated, and grounded in workload and matter experience data.
• Collaborate with Practice Leaders to identify high-performing attorneys and attorneys facing specific challenges, facilitating targeted coaching, mentoring, or development interventions.
• Support implementation of review feedback and development plans, working with Talent Team members to align attorneys’ matter exposure with growth and advancement goals.

Integration, Engagement & Retention

• Partner with Strategic Growth, Legal Training, Practice Management, and other business professionals to shape and support onboarding, integration, and engagement strategies for all non-partner attorneys and paralegals.
• Partner with Business Directors to lead initiatives that enhance engagement, retention, and career satisfaction across attorney populations.
• Take an active role in the Summer Associate Program, including acting as the point person for Summer Associates, Summer Chairs, Work Allocation Coordinators, and Mentors; strategically plan Summer Associate target numbers and interview all potential Summer Associates.
• Serve as the Business Professional representative on the Associate Leadership Committee.
• Manage and administer policies related to non-partner attorneys, including in-office attendance, hours, and bar admission policies. Provide hands-on support for attorney transitions, including internal moves, practice transfers, leaves, visas, secondments, and separations; coordinate outplacement or transition support when applicable. Ensure streamlined coordination and clear communication of firmwide policies, procedures, and available resources.

Compensation & Advancement

• Oversee annual salary and bonus programs for Associates, Staff Attorneys, Paralegals, and Specialists in close collaboration with CEO, CLO, and COO.
• Advise partners and leadership on compensation decisions by analyzing performance data, market considerations, and internal equity.
• Provide strategic guidance and support related to advancement decisions, role changes, and career progression.

Recruiting, Hiring & Onboarding

• Partner with Practice Leaders and Strategic Growth to identify attorney hiring priorities and role profiles, ensuring hiring decisions reflect evolving practice needs and capacity forecasts.
• Contribute to the design and execution of a robust onboarding and integration experience for new attorneys, supporting early engagement, productivity, and long-term retention.

Culture, Inclusion & Attorney Experience

• Collaborate with the Diversity & Inclusion function to champion initiatives that support an inclusive, equitable attorney experience and strengthen engagement across practices.
• Partner with HR and Benefits teams to promote attorney well-being and sustainable workload practices.
• Support exit interviews and feedback analysis to identify systemic improvement opportunities related to attorney engagement, workload, and development.

Qualifications

• JD required; additional graduate degree (e.g., MBA) a plus.
• 12+ years of experience in a law firm or client-centered professional services environment, with demonstrated responsibility for attorney staffing, practice management, or resource optimization.
• Deep understanding of law firm economics, including utilization, leverage, realization, and the attorney life cycle.
• Strong analytical capability, with experience leveraging financial, utilization, and workforce data to inform strategy and decision-making.
• Proven ability to build credibility with attorneys and partners and influence across seniority levels, including equity stakeholders.
• Exceptional communication and interpersonal skills, including the ability to synthesize complex information and drive alignment.
• Highly collaborative, proactive, and comfortable operating in a matrixed, multi-office environment.
• Executive presence, judgment, and discretion in handling confidential and sensitive matters.
• Strong organizational skills with the ability to manage competing priorities and deadlines.
• Advanced proficiency in Excel, PowerPoint, and Word; experience with staffing or practice management systems preferred.
• Ability to travel as needed.

Preferred Qualifications

• Experience with staffing or practice management systems.
• Additional graduate degree (e.g., MBA).

Compensation & Benefits

• Base annual pay range: $200,000-$260,000.
• Base pay offered will vary based on skills and qualifications, experience, and location.
• Full range of medical, financial and/or other benefits dependent on the position will also be offered.

Location

• Flexible remote/WFH option.
• Multi City, United States (includes California—90049).
• Travel as needed.