Senior Manager of Talent Acquisition, Development & Engagement

The Senior Manager of Talent Acquisition, Development & Engagement plays a critical role in shaping the employee journey from first contact through long-term growth. This role is responsible for attracting high-performing Business Professional (BP) talent, building development pathways that enhance capability, managing the BP performance evaluation process, and driving engagement initiatives that support a positive, high-performance culture. This is a strategic and hands-on role ideal for someone who enjoys building people systems, partnering with leaders, and fostering an environment where employees can do their best work. For the full job description, please click on the More Info icon.

Position Overview

The Senior Manager of Talent Acquisition, Development & Engagement plays a critical role in shaping the employee journey from first contact through long-term growth. This role is responsible for attracting high-performing Business Professional (BP) talent, building development pathways that enhance capability, managing the BP performance evaluation process, and driving engagement initiatives that support a positive, high-performance culture. This is a strategic and hands-on role ideal for someone who enjoys building people systems, partnering with leaders, and fostering an environment where employees can do their best work.

Duties and Responsibilities

Primary

Talent Acquisition (30%)

• Lead strategy and execution for full-cycle recruitment, ensuring a high-quality and inclusive hiring process.
• Partner with HR Business Partners (HRBPs) to forecast workforce needs and build proactive, diverse talent pipelines.
• Track, analyze, and report hiring metrics to drive continuous improvement and alignment with business needs.
• Architect and oversee a firmwide strategic onboarding framework for Business Professional hires that strengthens cultural alignment, accelerates time-to-impact, and ensures a consistently exceptional experience across all functions.
• Direct management of in-house recruiter
  
  

Employee Evaluation & Performance Management (25%)

• Own the annual, mid-year, and year-end BP performance evaluation cycles, ensuring fairness, consistency, and calibration.
• Train managers on goal-setting, feedback delivery, and effective performance conversations.
• Maintain accurate performance documentation and ensure alignment with internal policies.
• Partner with HRBPs and business leaders to identify high performers, development needs, and succession opportunities.
• Use performance insights to inform learning programs, engagement efforts, and workforce planning.
  
  

Learning & Development (25%)

• Conduct skills assessments and identify capability gaps at the individual, team, and functional levels.
• Collaborate with the Learning & Development team to design and deliver training programs, workshops, and learning pathways.
• Support leadership development initiatives, coaching programs, and succession planning.
• Evaluate program effectiveness using participant feedback, performance data, and business outcomes.
  
  

Employee Engagement & Culture (20%)

• Lead engagement survey administration, insights reporting, and action planning with Talent Leadership.
• Partner with the Attorney Culture & Engagement team to monitor engagement metrics and recommend improvements.
• Support BP leaders in strengthening team dynamics, inclusion, wellbeing, and cross-functional collaboration.
• Develop recognition programs, culture initiatives, and internal communication strategies that reinforce firm values.
  
  

Secondary

• Performs other duties as assigned
  
  

Working Conditions

• Ability to travel occasionally and work late hours
• Job is subject to time pressures and constraints
  
  

Minimum Qualification

Education

• Bachelor’s degree.
• HR certification (CIPD, SHRM, HRCI) is a plus but not required.
  
  

Experience

• 6-10 years of experience in HR, talent acquisition, learning and development, or employee engagement.
• Experience designing and delivering recruitment strategies within a complex, fast-paced organization.
• Experience managing performance evaluation or appraisal processes, preferably within a professional services environment.
• Ability to interpret HR analytics, hiring trends, performance outcomes, and engagement metrics and translate data into actions.
  
  

Special Knowledge

• Strong understanding of modern recruitment, leadership development, and engagement methodologies.
  
  

Technical Skills

• Knowledge of Firm computer software (Microsoft Word, PowerPoint & Excel); and proficiency with ATS, HRIS, and Learning Management Systems (LMS).
  
  

Attributes

• Strong interpersonal, sales, and relationship-building skills, with the ability to establish rapport and credibility with senior-level legal professionals. Excellent communication skills, both verbal and written, with the ability to articulate the Firm's value proposition effectively. Detail orientated, strategic thinker with a results-oriented mindset and the ability to develop and execute recruitment, development and engagement strategies that align with Firm objectives. Proactive and resourceful with a high level of initiative and ability to thrive in a fast-paced, dynamic environment. Ability to work with a team of highly skilled professionals in situations that require diplomacy and confidentiality.
  
  

Qualifications

• Must be resourceful and capable of thinking strategically.
• Ability to maintain good rapport with various personnel and attorneys at all levels
  
  

The above statements are intended to describe the general nature and level of work being performed by persons assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, qualifications and skills required of personnel so classified. The Firm reserves the right to revise or modify this job description at any time.