Flag information or issues provided by associates through the “additional comments” section on availability reports.
Audit practice area interests and expertise in certain litigation skills and jurisdictions to assist staffing partner and Senior Manager with staffing decisions.
Onboarding
Participate in and assist in scheduling staffing/welcome meetings, lunches, etc.
Update any applicable group lists.
Managing Absence Time
Track absence time and maintain Litigation vacation calendar.
Coordinate any necessary matter team coverages.
Track vacation carryover.
Facilitating Associate Life/Engagement
Develop professional rapport and relationships with associates through regular check-ins; gain understanding of their professional experiences and objectives; evaluate associate availability, and general wellness.
Escalate issues to Legal Talent management.
Mentoring/Advisor Program
Work closely with the Legal Talent team to pair associates/counsel with mentors and partner advisors.
Ensure associates are connecting with their respective mentors and advisors and engaged in dialogue about ongoing professional development goals.
Provide an active feedback loop between associate, Legal Talent, and the partners in the group.
Collaborate with the Senior Manager - Professional Development, Litigation to plan and facilitate a variety of team-building events to foster connectivity.
Routinely update Litigation Department webpage to reflect upcoming events and training programs.
Litigation Department & Training Support·
Update the LitEasy practice page, including Litigation Department events ticker, and ensure the Litigation training library is up to date and functioning properly.
Update and distribute the monthly Litigation Department listing.
Order and distribute swag and planning events, including the annual litigation holiday party.
Maintain a list of current litigation associates who are out on clerkships.
Help with training logistics, especially with the recent Litigation Summer Academy.
Send reminders to partners about mentoring meetings and send match communications.
Help with follow-up emails to encourage partners and associates to submit their mid-year or annual reviews.
Schedule regular coffee hours/snack breaks on litigation-focused floors in New York.
Book rooms/arrange for catering for regular group lunches.
Legal Talent Support
Performance Reviews for Litigation Associates/Counsel
Ensure that each associate/counsel has thorough evaluations and developmental objectives.
Assist with verbal intake of feedback from partners.
Update VI feedback tracking system.
Coordinate regularly with other Litigation professional service team members (e.g., Manager, Legal Talent) to further practice group initiatives.
Assist with tracking upcoming associate departures and ongoing associate clerkships
Work on a variety of ad hoc projects as needed.
Specialized Practice Support for NSRP
Staffing
Develop and maintain staffing systems to assist NSRP staffing partner in making staffing recommendations; match staffing needs with the appropriate resources, based on availability, experience, and desired exposure to various matters/teams.
Conduct follow-up as needed with respect to associate availability reports and self-reported interests and skills.
Flag associates with availability, and information/issues raised through availability intake.
Onboarding
Participate in and assist in scheduling staffing/welcome meetings, lunches, etc. for new lateral hires.
Update any applicable group lists for new hires.
Managing Absence Time
Track absence time and maintain group vacation calendar.
Coordinate any necessary matter team coverages.
Track vacation carryover.
Facilitating Associate Life/Engagement
Develop professional rapport and relationships with NSRP associates through regular check-ins; gain understanding of their professional experiences and objectives; evaluate associate availability, and general wellness.
Escalate issues to Legal Talent management.
Mentoring/Advisor Program
Work closely with Senior Manager, Professional Development - Litigation and the Legal Talent team to pair associates/counsel with mentors and partner advisors.
Ensure associates are connecting with their respective mentors and advisors and engaged in dialogue about ongoing professional development goals.
Provide an active feedback loop between associate, Legal Talent, and the partners in the group.
Plan and facilitate a variety of team-building events to foster connectivity for the NSRP group.
Qualifications/Requirements
Bachelor's degree, with 3-4 years of comparable experience, prior experience in a law firm preferred; Staffing experience preferred but not required.
Strong oral and written communication skills and the ability to interact well and build professional relationships while maintaining confidentiality; collaborative approach to working with others of all seniority levels.
Strong interest and experience in professional development.·
Ability to self-direct, manage multiple priorities, analyze needs and implement solutions.
Strong organizational skills and attention to detail for both long and short-term projects and responsibilities.
Must be team oriented, contributing as needed to unexpected projects or requests.
Proficient in Word, Excel and PowerPoint and comfortable working in web-based databases/software, e.g., viDesktop.
Must be flexible to adjust hours to meet departmental needs.
Salary Information
NY Only: The estimated base salary range for this position is $70,000 to $85,000 at the time of posting.
The actual salary offered will depend on a variety of factors, including without limitation, the qualifications of the individual applicant for the position, years of relevant experience, level of education attained, certifications or other professional licenses held, and if applicable, the location in which the applicant lives and/or from which they will be performing the job. This role is non-exempt meaning it is overtime pay eligible.
Simpson Thacher will not sponsor applicants for work visas for this position.
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Simpson Thacher & Bartlett is committed to a collegial work environment in which all individuals are treated with respect and dignity. The Firm prohibits discrimination or harassment based upon race, color, religion, gender, gender identity or expression, age, national origin, citizenship status, disability, marital or partnership status, sexual orientation, veteran’s status or any other legally protected status. This Policy pertains to every aspect of an individual’s relationship with the Firm, including but not limited to recruitment, hiring, compensation, benefits, training and development, promotion, transfer, discipline, termination, and all other privileges, terms and conditions of employment.
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