Position Overview The Director of Legal Talent is responsible for leading the full talent lifecycle for all the Firm’s staff (lawyers, associates, students, law clerks, legal assistants). This role oversees recruitment, onboarding, performance management, professional development, compensation, career progression, and employee relations across all staff populations, ensuring the Firm attracts, develops, and retains high-performing talent at every level. As a member of the Firm’s leadership team, the Director of Legal Talent partners with Partners and senior leaders to align talent strategy with the Firm’s business objectives. The role plays a key part in shaping a strong, engaged, and high-performing culture through structured mentorship, effective career management, and clear governance practices.Core Responsibilities Talent Strategy & LeadershipProvide strategic talent advice to Partners on workforce planning, structure, and capability needsLead succession planning and support the development of clear career pathways for Associates and legal support staffAlign talent practices with Partnership governance structures and Firm prioritiesTrack and report on key talent metrics, including recruitment success, retention, progression, engagement, and compensation trendsUse data to inform decision-making and continuous improvement of talent programsRecruitment & OnboardingDesign and lead recruitment strategies for students, Associates, and lateral hires, and legal support staff across the FirmOversee full-cycle recruitment processes, including sourcing, interviewing, contract drafting and offer managementCreate and maintain meaningful relationships with law schoolsLead the delivery of onboarding programs for all new hiresEnsure smooth integration into practice groups, including early alignment with performance expectations and Firm policiesEnsure equitable practices in recruitment, development, evaluation, and advancementStudent & Associate ProgramsEnsure consistency and fairness in evaluation and promotion processesContinuously improve program effectiveness based on feedback and outcomesLead initiatives to support engagement and retention of legal talentAct as a trusted advisor to Associates on career development, progression, and workplace challengesIdentify trends in engagement and retention and recommend targeted actionsFoster a collaborative, inclusive, and high-performing work environmentDesign, implement, and oversee the Firm’s Associate mentorship programMonitor mentorship effectiveness and intervene where support or recalibration is requiredPerformance Management, Development & ComplianceOversee performance management processes for all staff, including evaluations, feedback cycles, calibration, and progression decisionsSupport Partners in delivering clear, constructive, and consistent feedback to all staffMonitor compliance with internal policies and address gaps through coaching, training, or escalation where requiredIdentify development needs and coordinate training, coaching, and professional development initiativesProvide guidance to Partners on the application of policies related to performance, progression, and conductCompensation & AdvancementOversee the design, administration, and communication of Associate compensation and bonus structuresOversee the design, Administration and communication of legal support staff compensation and bonus structuresPartner with Firm leadership to ensure compensation practices are competitive, equitable, and aligned with performance across all rolesSupport promotion and advancement decisions, including progression to Partnership where applicableEnsure transparency and consistency in compensation-related processesEmployee Relations & HR OperationsServe as the primary point of accountability for employee relations matters, including investigations, conflict resolution, accommodation requests, and disciplinary processesManage complex Employee Relations matters with sound judgement, appropriate documentation, and coordination with specialized legal counsel when requiredOwn and enforce the Firm’s policies across all staff, ensuring alignment with applicable legislationOversee work assignment and reassignment across lawyers and support staff, managing workload distribution and staffing needsManage leaves of absence and secondments in accordance with Firm Policy and applicable employment standardsOwn full-cycle employee journey for all staff, ensuring a consistent and high-quality experience across all rolesConduct and synthesize exit interviews to identify retention risks and systemic themes, providing recommendations to Firm leadershipQualifications & ExperienceQualified lawyer (member in good standing with a Canadian law society preferred)Demonstrated experience in legal talent management, professional development, or HR within a law firm or professional services environmentStrong understanding of legal career progression, Partnership structures, and governance modelsExperience managing mentorship programs, performance processes, and compensation frameworksProven ability to advise and influence senior stakeholders, including PartnersExcellent interpersonal, coaching, and communication skillsStrong organizational and program management capabilitiesKey CompetenciesStrategic thinking and business alignmentRelationship management and influenceCoaching and mentorship developmentJudgment and discretionPolicy development and governance alignmentEmployee relations and workplace investigationsProgram design and executionData-informed decision making#J-18808-Ljbffr