Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee.

The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”.

The Attorney Engagement Director champions attorney success by creating an exceptional professional environment focused on growth and development. This role designs and implements tailored developmental pathways, mentorship opportunities, and client development support opportunities. By enhancing the attorney experience throughout their employment journey, this leader will strengthen retention, foster internal collaboration and mobility, and develop recognition programs that celebrate excellence. This position addresses the unique challenges attorneys face in a law firm setting, ensuring they feel supported, engaged, and motivated to perform at their best while advancing the firm's commitment to a positive culture rich with developmental opportunities and meaningful mentorship. This individual will also have oversight responsibility for the Engagement and Reporting Specialist.

This role will work closely with senior leadership across Business Services and attorney groups to build relationships throughout the firm, influence outcomes, and curate information from various sources to deliver tailored role-based journeys at a national level to our 60+ offices.

Essential Functions:

Firm and office-based support

• Establish and lead attorney engagement steering committee; develop charter, prepare meeting agendas and ensure the timely action and follow up of approved suggestions.
• Oversee the steering committee working group to ensure cross-functional effectiveness, alignment and measure results.
• Partner with relevant teams across talent and business services functions to align on expectations and create a shared definition of successful engagement.
• Establish metrics to evaluate the effectiveness of these programs; analyze feedback to surface trends and continually implement improvements.
• Support Attorney Resource Groups to ensure a strong sense of communication and community for all.
• Identify appropriate professional memberships, sponsorships and events that promote networking for all attorneys' and client/target clients and manage communications, sign off on attendees in close partnership with our Business Development and Communications teams.
• Collaborate with Internal Communications to support the timely dissemination of information regarding programs and support resources to all attorneys at the firm.
• Champion engagement-based initiatives, ensuring all relevant stakeholders are informed and aware of their responsibilities to each of these programs
  
  

Attorney Experience

• Collaborate with Business Services teams, including communications and marketing and business development to create mentorship and alumni opportunities, and drive skill-based coaching in support of client development and retention.
• Collaborate with Practice and Innovation team to promote well-rounded attorney Practice and Industry specific experiences aligned to individual interests and aspirations
• Collaborate with relevant teams to support attorney life-events
  
  

On-Going Professional Development

• Evaluate existing programs; identify incremental opportunities for cohort or level-based offerings including mentorship
• Create tailored programs that meet the needs of various levels of attorneys and employees across offices, practice groups, and departments.
• Create initiatives that foster a high-performance and quality work
  
  

Retention and Mobility

• Explore recognition programs for junior to mid-level associates
• Design career pathing for attorneys
• Develop plans to support promotions/ elevations
• Create a consistent office culture and norms that aligns with the firm’s values. Collaborate with Talent leads and key business services groups to develop a subset of pulse surveys and launch a firm wide engagement survey to assess culture and help develop initiatives to increase morale and retention.
• Develop programs that provide opportunities for internal mobility across offices, practice areas and business units
• Milestone achievement recognition programs
  
  

Qualifications/Skills Required:

• 10+ years of experience leading and coordinating programs across a large and complex organization.
• Experience in Human Resources, Professional Development, or Talent Acquisition preferred.
• Strong interpersonal and communication skills with the ability to influence and build relationships across all levels of the organization.
• Proven experience designing and implementing successful engagement programs.
• Analytical mindset with the ability to analyze data, identify trends, and propose solutions.
• Expertise in employee surveys, feedback tools, and engagement metrics.
• Strong leadership, coaching, and team-building skills.
• Understanding of organizational culture and behavior.
• Presence to influence attorneys and employees at all levels of the organization, including office leadership.
• Passion for enabling others and creating transformational and engaging employee experiences.
• Strong attention to detail and customer service orientation.
• Flexible, self-starter, results-oriented, and strives for continuous improvement.
• Track record of effectively managing multiple projects, stakeholders, and priorities with a strong sense of urgency.
• Proficiency with HRIS (Workday), survey platforms, and engagement tools
  
  

Education and Experience:

• Bachelor’s degree in Psychology, Human Resources, Business Administration, or related field required.
• Juris Doctorate is a plus.
• At least five years of human resource experience in progressive roles or functions.
• SHRM-CP a plus.
  
  

For the New York Metro area, the expected salary range for this position is between $160,000 and $190,000. The actual compensation will be determined based on experience and other factors permitted by law.

We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.