The Attorney Development & Retention (AD&R) Manager, Litigation provides confidential coaching and career management resources for non-partner attorneys. As a member of the Department's leadership team, this role influences firmwide strategic decisions, serving as a trusted advisor on complex trends and issues while facilitating a supportive, professional environment for all attorneys in the assigned department. The AD&R Manager works closely with the firm's Senior Director, AD&R to support our attorneys' substantive development, career success, leadership and well-being over the course of their careers. This individual designs, implements and executes initiatives related to attorney retention, leadership, well-being, professional development, mentorship, workflow/workload, communication and all firm-wide evaluation, compensation and election processes. A hybrid work schedule is available for this position.

A career at Nixon Peabody is the opportunity to do work that matters. It's the chance to use your knowledge to shape what's ahead. To share, to innovate, to learn at a firm that taps the power of collective thinking.

We've created a dynamic, energizing environment that promotes success for our clients and each other. We offer fast growth, connectedness and training in business as well as law. And our rigorous standards assure you are part of a diverse team of top talent at every turn.

If you're someone who's looking toward the future, we'd love to hear from you.

Location: Albany, NY; Boston, MA; Buffalo, NY; Chicago, IL; Los Angeles, CA; Manchester, NH; Melville, NY; New York City, NY; Providence, RI; Rochester, NY; San Francisco, CA; Washington, DC

• Coach Department Leadership Team on effective strategies for career development, engagement, leadership, and well-being; serve at the forefront of firmwide and departmental strategic initiatives. Advise the Department Head, Business Manager, and Practice Group Leaders on substantive development, career success, and well-being for attorneys within the assigned department.
• Provide guidance relative to firm-wide evaluation, compensation and election processes. Enable Departmental Leadership to provide a safe, structured, and trusting environment in which attorneys can feel supported, receive ongoing feedback, identify new opportunities, and remove barriers to success.
• Work closely with assigning attorneys to provide targeted opportunities for attorneys including broader variety of assignments, taking on higher level work, and increasing specialization. Coach leadership and attorneys to understand the role of feedback in growth and development and how to conduct effective and productive conversations.
• Assist attorneys with the development of substantive skills. Cultivate leadership, well-being and communication skills, both verbal and written. Identify personal challenges for attorneys and create a plan for success.
• Serve as confidential coaching and career navigating resource to attorneys within the Department; provide expert guidance on firmwide processes, professional development, leadership and communication skills, and work/life challenges.
• Develop, implement and execute initiatives for attorney career success, development and retention, leadership, well-being, mentorship, and communications. Speak at Department events and serve as an ambassador and liaison between the lawyers and management.
• Cultivate the individual professional and personal success of attorneys within the firm by creating opportunities for conversations, feedback and removal of barriers.
• Help create customized training and curricula for existing and newly hired attorneys on substantive skill development, cultivation of leadership, communication skills, and work/life matters.
• Collaborate with the Department leadership, Senior Director of Attorney Development & Retention and Regional Human Resources on effective strategies for addressing attorney performance issues. Coach attorneys through Performance Improvement Plans.
• Participate in firmwide annual attorney evaluation and compensation processes. Directly contribute to local and firm-wide Professional Personnel Committee (PPC) meetings during these processes.
• Working directly with the Senior Director of Attorney Development & Retention, participate in the firm wide annual attorney evaluation and compensation processes. Directly contribute to local and firm-wide Professional Personnel Committee (PPC) evaluative meetings during these processes. Design and educate attorneys on the PPC process to encourage transparency, understanding and reflection on the evaluative process and the use and value of open feedback.
• Lead and facilitate feedback conversations between partners and associates when necessary. Critical to assisting leadership and attorneys with understanding the role of feedback in growth and development, helping others have difficult conversations, and facilitating and encouraging the growth of leaders and attorneys through providing guidance and relevant, timely, intelligence on emotional and professional needs.
• Collaborate with leadership and HR to ensure attorney performance issues are addressed and met with direct and kind feedback for purposes of growth. Coach attorneys through Performance Improvement Plans.
• Provide input and design curriculum with other AD&R team members on substantive skills and professional development training for attorneys in the assigned department. Works in conjunction with the Department Head, Practice Leaders, and Senior Director, AD&R to identify attorney coaching needs. May also coordinate training or coaching engagements with external consultants and coaches in various areas.
• Lead peer and partner mentorship programs for the assigned department. Creates connection opportunities amongst lawyers including running and facilitating groups relative to interests and levels, such as for working parents, new lawyers, counsel or business development connections.
• Perform other duties as assigned.
• To perform this job successfully, you must be able to perform each essential job responsibility listed above, satisfactorily. Nixon Peabody retains the right to change or assign other duties to this position. The requirements listed below are representative of the skills and abilities required.

To perform this job successfully, you must be able to perform each essential job responsibility listed above, satisfactorily, with or without reasonable accommodation. Nixon Peabody retains the right to change or assign other duties to this position. The requirements listed below are representative of the skills and abilities required.

• Minimum 5-8 years of experience in a law firm, preferably as an attorney or in training, marketing, or career development. Coaching experience and certification preferred.
• J.D. degree with relevant legal practice experience is strongly preferred.
• Dynamic, motivated, self-starter who thinks critically and is able to drive solutions to challenging circumstances.
• Exceptional skill in relationship building and influencing leaders.
• Detail-oriented with a high level of leadership, energy, integrity and enthusiasm.
• Active and intuitive listening, showing empathy and compassion, responsive and positive communication, and reflection of feeling.
• Creative and proactive problem-solving skills.
• Lead projects and accomplish objectives in a timely manner with minimal supervision.
• Thrive in a dynamic atmosphere and manage multiple projects with competing deadlines.
• Ability to work independently and as part of a team.
• Ability to interact effectively with executive levels of firm personnel, attorneys of all levels, and outside vendors.

In accordance with applicable Federal and State laws, the anticipated annual salary range for this position, depending on location, is as follows:

• Rochester, NY: $98,893 to $150,895
• Buffalo, NY: $98,893 to $150,895
• Manchester, NH: $98,893 to $150,895
• Albany, NY: $103,932 to $158,440
• Chicago, IL: $113,830 to $173,529
• Providence, RI: $108,881 to $165,985
• Washington, DC: $118,780 to $181,074
• Boston, MA: $118,780 to $181,074
• Los Angeles, CA: $118,780 to $181,074
• San Francisco, CA: $123,729 to $188,619
• New York, NY: $123,729 to $188,619
• Long Island, NY: $123,729 to $188,619

In addition to a standard benefits package, this role may be eligible for additional contingent compensation based on an array of factors, including but not limited to: work performance, geographic location, work experience, education, and qualifications. Because such contingent compensation is not yet calculable or may be zero ($0) in some circumstances, the above-listed salary range(s) are Nixon Peabody's good faith estimate of the annual salary(ies) it reasonably expects to pay for the position at the time of this posting.

Nixon Peabody LLP is an Equal Opportunity / Affirmative Action Employer: Disability / Female / Gender Identity / Minority / Sexual Orientation / Veteran. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative, we will consider for employment qualified applicants with arrest and conviction records.

To comply with Federal law, Nixon Peabody participates in E-Verify. All newly-hired employees are verified through this electronic system established by the Department of Homeland Security (DHS) and the Social Security Administration (SSA) to confirm their identity and employment eligibility. Please refer to the Notice of E-Verify Participation and the Right to Work posters on the Nixon Peabody Careers page for more information.

#LI-Hybrid