Job Posting: Director of Professional Development, Diversity & Inclusion

Farella Braun + Martel LLP is a premier 125-attorney full-service law firm. FBM represents a broad-range of clients in high-stakes commercial, civil and criminal litigation and sophisticated business transactions. While Farella is a mid-size firm headquartered in San Francisco, our diversity initiatives and programs are recognized nationally as unique and innovative. We have also been named by the SF/SJ Business Times as a Bay Area Best Place to Work. We are seeking an experienced professional to provide hands-on leadership in all areas of attorney Professional Development and Diversity & Inclusion. This position is an expansion of our professional development role to include D&I leadership at the director level.

Reporting/Supervisory Relationships:
The Director of Professional Development (PD), Diversity & Inclusion (D&I) reports to the Executive Director. Also works closely with the Firm Chair, the Chairs of the Diversity & Inclusion Committee (D&IC), the Chairs of the Professional Development Committee (PDC) and the Department Chairs (DCs). The Director supervises the Professional Development/Diversity & Inclusion staff.

Basic Function:
The Director is responsible for the firm’s Professional Development and Diversity & Inclusion programs including:
• Assesses, designs, implements and manages comprehensive strategies and programs to effectively establish an inclusive environment that promotes attorney professional development and retention of diverse talent.
• Supports the success and well-being of attorneys through formal and informal counseling, education, experience, mentoring and performance review programs.
• Contributes to, implements and manages attorney-driven programming developed by Firm committees relating to these functions.

Essential Functions:
• Provides leadership, support and actively participates in and implements initiatives developed by the D&IC and the PDC as more fully described below.
• Champions diversity strategies to ensure that the Firm’s culture, systems and processes support an environment where leaders and employees seek and embrace individual differences while contributing to the overall business goals of the Firm. Some of these functions will be handled directly and others will be delegated and managed. Other duties may be assigned.
• Regular and predictable attendance is an essential function of the job.

Attorney Education and Career Development: In collaboration with the DCs, Practice Group Leaders (PGLs), and other designated Partners, refines and implements a comprehensive education and training program for new associates designed to set attorneys up for success. Formulates programs for all FBM attorneys that will result in the appropriate professional and career development. Works and collaborates with outside speakers and consultants to develop and implement formal diversity training and awareness programs. In conjunction with the D&IC, designs and implements inclusion training, mentor training and management training programs which specifically address diversity related concerns.

Mentoring: Works with the PGLs and the Chair of the PDC to refine, manage and monitor the mentoring program for associates and mentoring training program and materials for Mentoring Circle Leaders. Coordinates mentoring activities with the D&I Committee, Women’s Leadership Committee and DCs. Makes recommendations on mentoring assignments and monitors the effectiveness of the assignments. Works with Mentors to explore opportunities for appropriate work. Supports diverse attorney participation in legal groups. Tracks and identifies professional development opportunities for diverse attorneys. Serves as a resource, mentor and advisor to diverse associates.

Associate Work Assignments: Works with the Litigation DCs and PGLs to assign cases, projects and tasks to associates. Refines and maintains the
Experience Matrix. Ensures assignments are made in a manner that will meet the needs of the clients, provide the required level of support to the responsible partners, ensure an even distribution of workload, and provide the appropriate level of work experience for the associates.

Associate Performance Evaluations and Bonuses: Works with the DCs and PGLs to direct the associate performance evaluation process. Ensures training is conducted for Partners on preparing and delivering evaluations effectively and without bias. Reviews and revises evaluation forms and processes as needed. Gathers and compiles information to assist in the determination of annual bonus eligibility for associates.

Leadership: Provides leadership and direction to the D&IC, the PDC, PGLs and to any committees focused on these areas. Identifies and plans for the changing needs of the Firm. Takes the lead in designing and implementing new strategies and procedures to ensure that the D&I and PD programs are meeting the needs of the Firm. Works collaboratively with the Executive Team, D&I Chairs, PDC Chairs, DCs, PGLs, Attorney Recruiting, Client Services, and other administrative departments to develop and implement appropriate programs and procedures.

Financial Management: Develops the annual budget for the Attorney Professional Development Department, the D&I Committee’s programs and
initiatives, Education and Attorney Relations for approval by the Executive Director. Authorizes and approves expenditures for same. Controls departmental costs. Reports on variances to budget as required.

Policies and Procedures: Maintains, implements and, as necessary, recommends modifications to the policies and procedures regarding associates, consistent with the goals of the Firm, the trends and best practices in the profession, the needs of the associates, and applicable laws.

Reporting: Designs and reviews reports that provide an overview of the Firm’s diversity representation. Reviews data for all associates to identify any
assignment disparities and recommends corrective measures, as appropriate. Analyzes hiring and attrition trends that impact our diversity objectives and seeks to identify the factors driving this activity. Responds to all diversity survey requests from clients and other interested parties and assists attorneys in responding to portions of RFP's pertaining to the Firm's workplace diversity. Gathers, analyzes and disseminates relevant information, at least annually, to the Executive Committee and Partners on diversity issues, both internal and external.

Committees: Actively participates on the PD, D&IC and Sub-Committees, including taking a lead role in developing and implementing the committee's
agenda. Represents the Firm at local diversity events, networks with leaders of diversity focused organizations, placement directors and other relevant persons and organizations. Works with Client Services to promote diverse attorneys.

Supervision: Supervises the Professional Development/Diversity & Inclusion staff. Hires, trains, counsels and manages the performance of the department’s personnel. Establishes business process improvement programs in all segments of the department. Implements the policies of the Firm in a fair and consistent manner. Conducts regular meetings with department staff as appropriate. Promotes an environment in the department that fosters productivity, teamwork, quality service, open communication and high morale. Coordinates personnel issues with the Director of Human Resources.

Other: Stays current on trends regarding attorney professional development and D&I through participation in the relevant professional associations. Creates diversity content for use on the Firm's website and works with the marketing department to ensure that diversity initiatives are reflected in all external communications. Other related duties as assigned.

Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the education, experience, skills and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education: A JD degree is required.

Experience: A minimum of four years of increasingly responsible legal experience including experience managing attorney professional development and diversity programs is required. Supervisory experience is also required.

Expertise: The requirements listed below are representative of the knowledge, skills, and/or abilities required to perform this job successfully.
• Demonstrated understanding of attorney D&I and professional development processes and current trends;
• Demonstrated leadership ability;
• A proactive approach and the ability to work “hands-on” as required;
• Excellent communication skills, both written and oral;
• Strong supervisory and teambuilding skills;
• Planning and organization skills, including the ability to manage a number of projects concurrently;
• Sound business judgment;
• Strong decision-making and problem-solving expertise.
• Strong working knowledge of computer software such as Word, Excel, and PowerPoint. Ability to become adept at using performance management
software.

Compensation/Benefits: FB+M offers excellent benefits, competitive salaries, and a collegial work environment.

To Apply: Please send resume and cover letter with salary requirements to [email protected].

Farella Braun + Martel LLP is an Equal Opportunity Employer