Senior Manager, Attorney Career Progression

We invite you to review our current business services professionals openings to learn about the opportunities available across the firm. About Us Skadden, Arps, Slate, Meagher & Flom LLP has forged a reputation as one of the most prestigious law firms in the world. Relying on innovation, intellect, teamwork and tenacity, our lawyers deliver the highest quality advice and novel solutions to our clients’ legal issues. We are known for handling the most complex transactions, litigation/controversy issues, and regulatory matters, as well as for the strong partnerships we build with clients and each other. Our attorneys, who reflect a broad range of experiences and perspectives, work together seamlessly across 50-plus practices and 21 offices in the world’s major financial centers. The Opportunity We are seeking a Senior Manager, Attorney Career Progression to join our Firm. This position will be based in our New York office (hybrid). The Senior Manager leads and enhances processes related to attorney evaluations, feedback, compensation, and performance management. Additionally, the Sr. Manager ensures a consistent and effective approach to attorney development and performance across all offices. The new hire will also design and implement innovative programs, tools, and policies that support professional growth and reinforce the Firm’s commitment to excellence. Please note that the Firm will not sponsor applicants for work visas for this position. Facilitates the implementation and continuous improvement of global attorney evaluation, review, and compensation processes, ensuring fairness, transparency, and alignment with the Firm’s strategic priorities. Collaborates with People Strategy professionals and other stakeholders to assess needs and refine performance evaluation policies, processes, tools, and resources. Plans, coordinates and oversees the firm’s annual, mid-year and interim evaluation processes. Develops and operationalizes frameworks for attorney career progression, including promotion to counsel and non-equity partnership, with clear metrics for readiness, effectiveness, and alternative career pathways. Analyzes evaluation and performance data to identify trends, measure program effectiveness, and recommend improvements to leadership. Reviews and revises core competencies to ensure alignment with the Firm’s strategic goals and evolving market demands. Sources, liaises with, and oversees external consultants and vendors to implement best-in-class attorney development and performance management initiatives. Monitors industry best practices, current trends, and emerging tools in legal talent management, and proactively recommend enhancements to Firm programs. Leads or contribute to ad hoc projects as directed by Firm leadership or other key stakeholders. Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others. Manages Firm resources responsibly. Complies with and understands Firm operation, policies and procedures. Performs other related duties as assigned. Qualifications Strategic program leadership: Aligns evaluation, feedback, compensation, and progression processes with firm strategy and translates goals into scalable programs. Performance management expertise: Strong understanding of evaluation design, competency frameworks, calibration concepts, and mechanisms to promote fairness, transparency, and consistency. Project and process management: Excellent planning, prioritization, and execution skills; able to manage cyclical annual processes with multiple deadlines and stakeholders. Data fluency and judgment: Ability to analyze qualitative and quantitative performance data, synthesize themes, and deliver actionable recommendations. Stakeholder management and influence: Builds trust with leadership and collaborates across People Strategy, practice leadership, and operations; navigates differing viewpoints and drives decisions. Exceptional communication: Clear, professional written and verbal communication; able to create guidance, templates, and leadership-ready summaries; comfortable presenting recommendations. Policy and governance orientation: Detail-oriented approach to process controls and documentation; strong commitment to confidentiality and discretion. Change management and adoption: Introduces new frameworks/tools, develops training/resources, and supports consistent implementation across offices. Vendor management: Evaluates external solutions, manages consultants, and ensures deliverables meet Firm needs and are adopted effectively. Continuous improvement mindset: Monitors best pract