Overview of the Function

The Global M&A and Capital (GMAC) Department’s lawyer population is comprised of associates reporting to partners across several sub-practice teams.  The GMAC group is made up of M&A, Capital Markets, Private Capital, and Finance lawyers.  The GMAC department also includes practice support functions, including paralegal support, practice resource attorneys, and knowledge professionals.

The position reports directly to the Practice Group Leader and to the US COO.

Role summary/purpose of job

The US Head of Practice Management, Global M&A and Capital will serve as operational chief and trusted advisor to the US GMAC Practice Group Leader and will support all US GMAC partners. The person in the role will have primary responsibility for coordination of resources within US GMAC and will work directly with practice group leadership to drive operational efficiency.

The role will liaise with global practice group leadership and regional and global heads of business services functions to support the practice group’s goals associated with operations and resourcing; talent development; culture & inclusion; knowledge and innovation; and other areas of focus.

Key responsibilities and deliverables

Practice Support and Operations

• Provide operational oversight of practice group support functions to ensure optimal delivery of legal services.
• Collaborate with business services departments (e.g., Legal Recruiting, Learning and Development, Talent Development, C&I, HR, IT, Knowledge, Legal, etc.) to ensure appropriate support for the practice group.
• Promote innovation within the team by providing direction and input into ways of working, resource management, and use of technology, including AI.
• Provide input and collaborate on design and implementation of different operating models for resourcing.
• Oversee practice group knowledge program and precedent management system.
• Oversee development and delivery of practice group training programs.
• Oversee paralegal program.

Talent Recruitment and Development

• Support the Practice Group Leader and partners in building high performing legal teams, including development and tracking of associate milestone achievement.
• Manage associate work allocation with the support of the practice management coordinator, balancing client needs, matter urgency, associate availability, seniority, skill level, development goals, and equitable distribution of both high-profile and routine work.
• Administer junior associate staffing pools and rotation models so that associates receive broad exposure across matter types, partners, clients, and deal stages while maintaining continuity for matters and responsiveness to partners.
• Monitor associate and counsel utilization on an ongoing basis, identify under- or over-utilization trends, and work with partners to adjust staffing, address excess capacity, protect against burnout, and ensure lawyers are receiving the right level of experience.
• Work closely with Recruiting on lateral associate, counsel, and partner hiring, including advising on headcount needs, role requirements, market priorities, candidate profiles, interviewer selection, offer strategy, and practice-specific integration plans.
• Partner with Recruiting and HR to oversee lateral attorney integration after hire, including onboarding, initial work assignments, partner and mentor connections, early feedback loops, and check-ins at key points during the first year.
• Collaborate with Talent Development, HR and partners in delivery of annual performance appraisals.
• Escalate utilization and performance issues. Work with partners, HR, and other business services departments to appropriately manage associate and counsel performance.
• Facilitate professional development and career progression of associates and counsel, collaborating as appropriate with talent development committee, GMAC partners, and regional and global business services departments.
• Support the Practice Group Leader in annual partner/counsel promotion process.

Internal Communications and Reporting

• Oversee development and coordination of practice group meetings. Work with Practice Group Leader to develop agendas for partner-counsel meetings.
• Identify opportunities for operational efficiency and cost management.

For individuals assigned and/or hired to work in New York and California, Freshfields is required by law to include a reasonable estimate of the compensation range for this role. This compensation range is specific to the States of New York and California and takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $300,000 to $350,000.