Job Summary
The Training & Development Manager owns how the firm learns - designing and building the training infrastructure that lets Amaro scale headcount without scaling chaos. Reporting to the Vice President of Human Resources, this role develops a firmwide training strategy aligned to real business and growth objectives, translates department workflows and SOPs into structured onboarding and role-based programs, and builds hands-on systems proficiency in Filevine and the firm's core platforms. The role begins with deep immersion - shadowing every department to learn how the work actually gets done - before designing a single program, then continuously measures retention, completion, and ROI and reports results to leadership every month. Success requires equal parts strategist and operator: someone who can sit in a paralegal's seat in the morning, present an ROI model in the afternoon, and hold programs and people accountable to a high-performance standard.
Why This Role Is Different
- A genuine ramp. You start by listening, not lecturing. Your first three to six months are dedicated to deep immersion - shadowing every department, learning real workflows, and understanding how the work actually gets done before you design a single program.
- Ownership, end to end. From onboarding curricula to leadership development to systems mastery in Filevine and our core platforms, you set the strategy and you build it. The VP of HR is your partner, not your bottleneck.
- A seat at the table. You will report and defend training ROI every month. Leadership wants to see the connection between what you build and how the firm performs - and they will give you the visibility to prove it.
- Scale that matters. Aggressive growth means your work compounds. The infrastructure you design this year trains the team we hire next year, and the year after that.
Key Responsibilities
- Develop and execute a firmwide training strategy, approved by the VP of HR and aligned to real business and growth objectives.
- Partner with department heads to map processes and workflows, then translate SOPs into structured, usable training materials and playbooks.
- Design and continuously improve onboarding for new hires, role-based training, compliance programs, and leadership development.
- Build systems-proficiency training grounded in real operations, including hands-on mastery of Filevine and other core platforms.
- Complete a structured immersion across every department in the first three to six months before designing programs.
- Manage internal trainers, external vendors, and training resources to deliver consistent, high-quality programs on schedule.
- Implement assessments that measure knowledge retention and skill application, and adjust programs based on what the data shows.
- Track participation, completion, and effectiveness; maintain accurate records; and deliver clear monthly reporting and ROI analysis to leadership.
- Support first-time managers by helping ensure individual development plans are followed and progress is visible.
Key Outcomes
- Department heads trust your programs to reflect how the work truly happens.
- Onboarding is structured, consistent, and measurably shortens the time it takes a new hire to become productive.
- Required training runs on time, with high attendance and completion - and people retain what they learn.
- Leadership has clear, trustworthy visibility into training performance, compliance status, and return on investment.
- The firm scales headcount without scaling chaos, because the learning infrastructure is built to grow with it.
Required Qualifications
- Proven experience designing and running training or L&D programs; experience in a fast-growing, professional-services, or legal environment strongly preferred.
- A track record of building programs from scratch, not just administering someone else's.
- Comfort learning and teaching software systems; familiarity with Filevine or other case-management or LMS platforms is a strong plus.
- Strong project-management skills, with the ability to deliver on schedule and hold others accountable without friction.
- Fluency with data - the ability to measure learning outcomes, tie them to performance, and report ROI in terms leadership cares about.
- Exceptional written and verbal communication, with the credibility to partner with attorneys, staff, and department heads alike.
- Bachelor's degree preferred; equivalent experience considered.
Key Skills
- Equal parts strategist and operator - able to learn a workflow in the morning and present an ROI model in the afternoon.
- Curriculum and program design grounded in how the work actually happens.
- Strong project management with vendor and resource coordination.
- Data fluency - measuring learning outcomes and tying them to firm performance.
- Systems proficiency, including hands-on mastery of Filevine and core firm platforms.
- Professional, credible communication with attorneys, staff, and leadership alike.
Compensation & Benefits
- Comprehensive medical, dental, and vision coverage (no cost to employees)
- 401(k) with employer matching
- Professional development assistance
