This position will reside in any of the following offices: Philadelphia, Washington, DC, New York or Boston and will play a key role in designing, managing, and advancing initiatives that support partners throughout their careers at the firm.
Working closely with the Director of Employee Engagement, the Manager, Partner Engagement will oversee a portfolio of partner-focused programs and processes, including partner development, retirement and career transition, and other initiatives designed to strengthen the partner experience.
This position follows a hybrid schedule, with three days in the office and two days working remotely.
General Responsibilities- The Manager will work collaboratively across the firm, partnering with firm leadership and other talent-facing departments to deliver initiatives that reflect the needs of the partnership and the firm's strategic priorities.
Partner Programming and Engagement- Manage and help evolve the firm's portfolio of partner development initiatives, with a focus on supporting partners at different stages of their careers.
- Lead the planning and execution of partner development programs, from concept through implementation, including content development, speaker and facilitator coordination, communications, logistics and follow-up. Establish clear objectives, timelines, stakeholder roles and measures of success.
- Support the firm's Upward Feedback program, including planning, execution and analysis, along with Director and Coordinator.
- Facilitate current and future coaching engagements within the firm; maintain relationships with external coaches and vendors and provide updates to leadership.
- Partner with the Director to identify emerging development needs and work with internal stakeholders and external advisors to develop programming on topics around leadership, firm management and career development.
- Develop polished presentations, communications and other resources for partner audiences and firm leadership.
- Stay current on leading practices in partner and executive development, professional services talent management and leadership development.
- Manage additional partner-focused programming and initiatives as priorities evolve.
Partner Retirement & Career Transitions- Manage programs and processes supporting partners as they approach retirement or other significant career transitions.
- Develop and maintain resources, communications, timelines and tools that help partners understand and navigate the transition process.
- Serve as a central point of coordination for partners navigating retirement and career transitions, connecting partners with appropriate subject-matter resources and ensuring a coordinated experience.
- Coordinate across internal stakeholders to ensure retirement and transition activities are managed consistently and sensitively.
- Identify opportunities to strengthen the firm's approach to recognizing and maintaining relationships with retiring partners.
Relationship & Stakeholder Management- Build strong relationships with partners, firm leaders and colleagues across the organization.
- Serve as a credible and responsive point of contact for partner-related initiatives.
- Anticipate stakeholder needs and proactively identify issues, dependencies and opportunities.
- Navigate sensitive situations with maturity, discretion, sound judgment and an understanding of organizational dynamics.
- Manage relationships with external consultants, coaches, facilitators and other vendors as appropriate.
Team & Operational Leadership- Directly manage the Employee Engagement Coordinator, prioritizing work and ensuring high-quality execution while supporting professional development through coaching, timely feedback, performance evaluation and recognition.
- Develop efficient and scalable processes for recurring programs and initiatives.
- Maintain project plans, calendars, budgets, participation data and other program information.
- Use data and feedback to identify trends, evaluate effectiveness and inform recommendations.
- Identify opportunities to streamline processes, introduce new tools and improve the partner experience.
- Contribute to the broader strategy and evolution of the firm's approach to partner relations and engagement.
Experience/Qualifications: - Bachelor's degree required.
- Minimum 7 years of relevant professional experience in any of the following areas: talent development, leadership development, professional development, talent management, employee engagement, or a related field preferred.
- Experience in a law firm, professional services firm, or other complex, highly matrixed organization strongly preferred.
- Occasional travel is required.
Other Qualifications and Requirements- Demonstrated experience managing sophisticated programs or initiatives involving senior-level stakeholders, with strong project and program management skills, exceptional organization, and the ability to manage multiple priorities independently.
- Exceptional written and verbal communication skills, including the ability to develop polished materials for senior audiences, build strong relationships, and interact confidently with senior leaders.
- Excellent judgment, discretion, and interpersonal skills, particularly when handling sensitive or confidential matters.
- Strategic thinker with strong judgment, attention to detail, and execution skills, with the ability to translate broader talent priorities into well-executed programs and experiences and identify meaningful themes and recommendations.
- Collaborative and adaptable, with the ability to work effectively across functions, geographies, and levels of the organization.
- Proficiency with Microsoft Office applications and comfort using technology, data, and digital tools to improve programs and processes.
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For positions in Boston, MA, the salary range for this position is: $114,200.00- $182,750.00.
For positions in New York, NY, the salary range for this position is: $124,200.00- $198,600.00.
For positions in Washington, D.C., the salary range for this position is: $119,200.00- $190,675.00.
The base salary or hourly wage range for this position will be determined during the interview process and will vary based on multiple factors, including but not limited to prior experience, relevant expertise, current business needs, and market factors. The final salary or hourly wages offered may be outside of this range based on other reasons and individual circumstances. Additionally, salary or hourly wages may be only part of the total compensation package. The total compensation package for this position may also include a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, the employee will be in an "at-will position" and the firm reserves the right to modify base salary (as well as any other discretionary payment or compensation or benefit program) at any time, including for reasons related to individual performance, firm or individual department/team performance, and market factors.
