Paralegal Staffing Specialist
Make an impact at Goodwin, where we partner with our clients to practice law with integrity, ingenuity, agility and ambition. Our 1,400 lawyers across the United States, Europe and Asia excel at complex transactions, high-stakes litigation and world-class advisory services in the technology, life sciences, real estate, private equity and financial industries. Our unique combination of deep experience serving both the innovators and investors in a rapidly-changing, technology-driven economy sets us apart. Also a global destination for business professionals, Goodwin’s team of professional staff was named in 2019 the “Best Business Team” by The American Lawyer.
The Specialist, Paralegal Staffing (“Specialist”) will work closely with the attorneys and the Sr. Manager, Paralegal Services (“Sr. Manager”), to oversee work allocation and utilization. They will monitor, document and fill staffing requests for paralegal assignments. They will also assist with recruiting, onboarding and orientation programs. The position involves contact with attorneys, administrators and paralegal staff members.
What you do:
General Staffing of Paralegal and Project/Case Assistant Teams:
- Monitor distribution lists for staffing requests.
- Document requests in tracking tools and staffing update lists; distribute daily request updates.
- Assist in the recruitment of resources to fill outstanding requests.
- Serve as primary point of contact for day-to-day staffing issues; escalate as appropriate.
- Monitor workloads to ensure projects are being handled by appropriate personnel at the appropriate level and to ensure workload is balanced across Business Units and offices.
- Collaborate with Sr. Manager & Business Unit Directors to ensure team members are meeting the needs of attorneys; confer with attorneys as necessary.
- Approve bi-weekly timecards in Workday on a schedule that ensures compliance with firm requirements and applicable law.
- Manage overtime expense by checking Workday time entries against Intapp time entries for consistency; follow-up with staff members regarding unallocated overtime.
- Monitor team time entry to ensure compliance with time entry policy; address policy violations with team members.
- Monitor productivity of team and proactively address over or under-utilization.
- Escalate development and training needs based on staffing requests.
- Identify shadow and training opportunities to develop the staffing pipeline.
Recruiting – Replacements & New Headcount:
- Support the Sr. Manager in reviewing resumes sourced from Human Resources (“HR”).
- Participate in candidate interviews and review feedback from interview team.
- Advise need for replacement case assistants and paralegals based on productivity and staffing needs.
Orientation & Training:
- Collaborate with HR and other organizational departments to finalize orientation schedule for all new hires.
- Collaborate with Sr. Manager to secure first assignments.
- Provide paralegal team overview as part of orientation.
- Recommend Onboarding Buddy to facilitate integration into firm and practice area.
Orientation & Training — Attorneys:
- Develop lateral and 1st year attorney orientation materials with respect to working with team.
- For new lateral partners/associates, confer to determine needs.
Annual Performance Reviews (Paralegals and Case Assistants):
- Provide feedback on overall performance of paralegals based on staffing feedback.
- Collaborate with Sr. Manager and HR to prepare rating and promotion recommendations.
Ongoing Performance Management:
- Escalate performance and employee relations matters to Sr. Manager and HR for them to address performance issues that arise outside of the annual review cycle including providing feedback and documentation of performance issues, and monitoring performance.
Who you are:
- Prior experience staffing in an Am Law 100 Firm preferred.
- Experience staffing corporate transactions or as a corporate paralegal preferred.
- Bachelor’s degree is required; Paralegal certification or JD preferred.
Consistent with the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance an arrest and conviction record will not automatically disqualify a qualified applicant from consideration.
Goodwin Procter LLP is an equal opportunity employer. This means that Goodwin Procter LLP considers applicants for employment, and makes employment decisions without unlawful discrimination on the basis of race, color, gender, gender identity or expression, age, religion, national origin, citizenship status, disability, medical condition, genetic information, marital status, sexual orientation, military or veteran status, or other legally protected status.
Please note: Various agencies of the United States government require employers to collect information on applicants and employees. The National Association of Law Placement (NALP) and certain clients request us to keep track of certain aggregate information regarding lawyers. EEO information requested on this application is for purposes of compliance with these recordkeeping and reporting requirements and to determine recruiting and employment patterns. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment.