Staff Development Manager Jobs in Washington (NOW HIRING)

About Us

Finnegan is more than just a law firm – we are a powerhouse of innovation and strategy growth.  We pride ourselves on providing top-tier intellectual property services globally.  Our success is rooted in our emphasis on relationships with our clients and each other.  We care about every individual, and it is why many professionals have spent their entire careers at Finnegan.

Role Overview

The Staff Talent Development Manager is responsible for developing and implementing training programs for the Firm’s professional staff. The position will assess firmwide developmental needs; create and/or select course content and appropriate related materials; and ensure that training is effective and consistent across offices. The Manager will work with leadership to identify gaps in staff professional skills and competencies and coordinate learning and development programs and curricula that meet identified skill and training needs utilizing various learning methods, including coaching, on-the-job training, in-person and online training.

Responsibilities

• Analyzes the organization’s learning and development needs to accelerate the Firm's objectives and priorities.
• Collaborates with departments across the Firm to define learning objectives and design content and programming that meets those goals.
• Identifies competency and knowledge gaps through various assessment tools and assists in developing targeted training and employee development programs.
• Reviews existing training programs; suggests enhancements and modifications to improve engagement, learning, and retention and/or to meet the changing needs of the organization, or the discipline.
• Maintains knowledge of new methods and techniques for training, and training requirements applicable to the organization and/or industry.
• Conducts or facilitates required and recommended training sessions.
• Collaborates with vendors and third-party training providers to arrange employee registration for and participation in outside training programs.
• Solicits participant feedback, track and report analytics for continual improvement and ensure scalable and accessible programs.
• Prepares and implements training budget; Ensures that training milestones and goals are met while adhering to approved training budget.
• Works with existing partners to design and execute scalable trainings and programs, including toolkits, workshops, and job aides.
• Schedules compliance trainings – such as sexual harassment trainings; interviews potential trainers for staff and management professional development trainings.  Schedule and draft communications for trainings.  Monitor and track participation.

Performance Management

• Works with Talent & HR COE colleagues to refresh, maintain, and oversee performance management process; Ensures PM includes meaningful professional development goals as part of delivered evaluations and assists with creation of performance evaluation tools.
• Translates performance requirements into learning and development interventions that support the effectiveness of the individual and the organization.
• Develops essential supporting processes and materials that support proper execution of performance management program, including communications design and performance management library materials.
• Maintains performance evaluation records and share key messaging, such as performance trends and/or training needs with stakeholders within HR and in relevant departments.
• Provides leadership coaching and mentorship to people managers and staff.
• Assists management and individual staff with identifying and arranging suitable performance improvement or learning development plans.
• Keeps abreast of the current business and future business direction of firm departments and links HR strategy with business deliverables.  
• Remains current on federal and state employment law changes to ensure compliance.
• Provides advice on HR policies and programs and recommends appropriate actions.  
• Recommends changes to policies, research best practices and develops and drafts policies for review.  Updates and finalizes communications for policy changes as needed.
• Provides skilled and customized research related to human resources processes and legal industry market trends; identifies workforce trends that will affect the firm and is creative in recommending methods and programs to ensure the workforce is effective.
• Provide thoughtful leadership or idea generation on comprehensive employee diversity, cultural and staff morale events.
• Conducts employee exit interviews, including summarizing in written form. Uses data to identify trends and make recommend training and/or coaching as needed.
• Compiles data for yearly department budget submission and executes on department project deliverables while staying within budget.
• Provides guidance to junior HR team members to provide the highest standard of customer service.
• Provides backup and/or support other HR functional areas and assist with special projects, as necessary.
• Other duties as signed by HR senior leadership.

Qualifications

• Bachelor's degree in Human Resources, organizational development, business administration, or related field required; a Master’s degree in human resources or related field and/or a SPHR or PHR designation is preferred.
• Minimum seven years of progressively responsible human resources experience preferably in a law firm or other professional services environment.
• Experience designing and implementing employee training and development programs.
• Strong knowledge of employment laws, human resources principles and practices.
• Working knowledge and proficiency in of Microsoft Office software Suite with strong Excel skills, working knowledge of Frontpage SharePoint or other web design program, internet research skills, HRIS and database software, preferably Ceridian Dayforce, and report writing and queries.
• Knowledge of Microsoft Office meeting platforms such as Teams and Zoom.
• Knowledge of viDesktop performance management software preferred.
• Demonstrated research skills and knowledge of legal and business databases and other research sources.
• Well-developed and sophisticated organizational, communication and interpersonal skills, with a proven ability to relate to and gain the confidence of people at all levels within an organization, as well as an ability to build strong relationships and work in a collaborative environment.
• Ability to prioritize and effectively communicate needs to HR leadership and HR team.
• Ability to communicate HR implications to firm management and influence decisions.
• Ability to readily comprehend business objectives and correspondingly develop and execute appropriate strategies.
• Ability to be a proactive self-starter who understands the details within a much larger context.
• Must be flexible in order to respond quickly and positively to shifting demands and opportunities; ability to work under tight deadlines and handle multiple, detailed tasks.
• High level of discretion, diplomacy, and a commitment to maintaining the highest level of confidentiality.

Join Finnegan where your skills will drive success of one of the world’s leading IP law firms.

The role is based in the Washington, DC office, and requires a hybrid/onsite work schedule. The base annual pay range for this role is between $133,000 to $145,000. The base pay to be offered will vary and depend on skills and qualifications, experience, location and will also take into account internal equity. A full range of medical, financial and/or other benefits dependent on the position will also be offered.

Equal Employment Opportunity Statement: 

Finnegan is an Equal Opportunity Employer. The firm is committed to providing equal employment opportunities to all applicants for employment, as defined by applicable state and federal laws, without regard to race, color, religion, sex, national origin, ancestry, age, sexual orientation, gender identity or expression, physical or mental disability, medical condition, military or veteran status, genetic information, marital status, pregnancy, childbirth, or related medical conditions, or any other protected status in accordance with all applicable federal, state and local laws. For candidates needing reasonable accommodations or assistance with the application process, please contact Human Resources at 202.216.5400.

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