OverviewReporting to the Senior Manager of Attorney Talent Operations, the Attorney Talent Operations Manager - Compensation is primarily responsible for the management, administrative oversight, and analysis of firmwide non-partner attorney compensation globally, including partnership track associates, counsel, and other non-partner attorneys and timekeepers worldwide.
The manager will also be a contributing member of the greater team and manage specific initiatives and programs as they arise to support the life-cycle of attorneys at the firm.
Responsibilities- Manage, with oversight from the Senior Manager of Attorney Talent Operations and Director of Attorney Talent Operations, the annual base compensation and bonus processes for all non-partner attorneys at the firm, including recommending compensation figures based on appropriate criteria. Consider the lawyer rewards framework, including competitive pay, advancement and discretionary bonus frameworks.
- Collaborate with the Senior Manager of Attorney Talent Operations, recruiting managers, and practice groups on the compensation aspects of the hiring and promotion of attorneys, taking into account financial metrics and workforce planning.
- Oversee the production of aggregate and individual attorney data and financial metrics and analyze such metrics as they relate to compensation.
- Serve as a key point of contact for partners and other attorneys to answer questions and provide insights on compensation, hours, and related metrics.
- Develop, document, and continuously improve best practices and templates for compensation management and analysis.
- Maintain annual documents, charts, presentations, and spreadsheets.
- Drive the implementation of compensation process changes and decisions, from preparing presentations to firm leadership to communication plans to impacted attorneys.
- Monitor and report on industry developments and trends in attorney compensation in all relevant markets. Collaborate with finance to model different scenarios.
Qualifications- Bachelor's degree required, preferably in Human Resources, Business, Finance, or related field; master's degree or J.D. a plus.
- Minimum of eight (8) years of experience in a large law firm or professional services environment with increasingly responsible positions, preferably within human resources or legal talent.
- Minimum of three (3) years of experience working in a compensation function.
- Strong quantitative, analytical, and data modeling capabilities, with the ability to translate findings into strategic insights and practical recommendations.
- Sound judgment and ability to respect, protect and maintain highly confidential and sensitive information.
- Exceptional written, verbal, and interpersonal communication skills, with the ability to effectively present complex information to diverse audiences.
- Strong organizational and project management abilities, with a detail-oriented approach and the capacity to maintain a strategic perspective.
- Ability to command the respect of the attorneys with quiet confidence.
- Advanced proficiency in Microsoft Office Suite, with strong Excel skills.
- Experience or familiarity with Workday a plus.
Compensation and Total Rewards PackageRopes & Gray is proud to offer a comprehensive Total Rewards package to our business support team members. The firm also offers comprehensive health and well-being benefits, personal and professional development, career growth opportunities and a collegial and supportive culture. The anticipated pay range for this role is listed below and represents our good faith and reasonable estimate of the starting salary range at the time of posting. In addition, this role is eligible for a discretionary bonus based on performance. The actual offered rate for this position will be determined based on job-related, non-discriminatory factors, including qualifications and experience, geographic location, education, external market data and consideration of internal equity.
Boston: $134,700 - $205,450
Working ConditionsThis position requires hybrid on-site presence as an essential function of the role. Consistent and predictable on-site presence is required for ongoing business continuity, professional development and effective collaboration with colleagues and management.
