Attorney Development Manager - Technology & Life Sciences

Join Goodwin’s Global Operations Team, and make a real impact on a global scale. At Goodwin, we work with some of the world’s most successful and innovative investors, entrepreneurs and disruptors in the life sciences, private equity, real estate, technology and financial industries, and where they converge. As part of the Global Operations Team – all business professionals at the firm – you’ll collaborate with colleagues from varied backgrounds and experiences, fostering an environment where cross-functional learning, networking, and collaboration are at the core of what we do.

Here, we’re not just supporting a law firm; we’re partnering with attorneys and clients to deliver cutting‑edge solutions in high‑stakes litigation and dispute resolution, world‑class regulatory compliance and advisory services, and complex transactions. Our commitment to integrity, ingenuity, agility, and ambition drives us, and we’re proud to have been recognised as the “Best Business Team” by The American Lawyer. This is your opportunity to grow professionally in a dynamic, global environment, surrounded by forward‑thinking peers.

The Attorney Development Manager (ADM) drives development and engagement for associates and other timekeepers (the “Attorneys”) in their assigned cohort by soliciting input from partners, providing real‑time, actionable feedback, and shepherding performance and talent decisions. Acting as a strategic advisor and talent enabler, the ADM proactively manages individual Attorney development, aligning each Attorney’s progress with the firm’s business goals and culture of elite performance.

In close partnership with firm and practice group leadership and with Practice Management, Talent, and other teams, the ADM facilitates the identification and achievement of firm strategies around hiring, integration, development, engagement, and advancement. This role combines market expertise and data‑driven insights to build a high‑performing, inclusive legal workforce of future leaders.

• Attorney Cohort Management: For assigned Attorneys, responsible for managing day‑to‑day development, performance, and engagement.
• Onboarding & Integration: Lead the Attorney onboarding experience to ensure seamless and efficient integration into the firm’s culture, expectations, and workflows. Foster strong, trusted relationships with Attorneys through regular check‑ins, career coaching, and individualized support that encourages growth and engagement and achieves retention objectives.
• Resource Allocation: Work with matter teams to align Attorney skills and interests with client work and firm priorities, ensuring meaningful assignments that foster growth. Enable well‑informed staffing decisions that optimize capacity and ensure broad access to learning and developmental opportunities. Foster Attorney accountability by tracking assignment requests and take action to ensure Attorneys uphold high service standards. Identify and align talent with secondment opportunities with key clients to further development and client immersion.
• Development and Performance Management: Proactively gather and synthesize feedback from partners and stakeholders to inform attorney development plans, performance evaluations, and career progression determinations. Promote awareness of firm programs and resources. Support the firm’s annual and mid‑year review processes to ensure consistency and developmental impact. Facilitate bi‑annual self‑assessment and goal‑setting processes, guiding Attorneys in aligning their professional development with the firm’s core competencies, frameworks, and long‑term expectations. Co‑lead with advisors review meetings for Attorneys receiving significant developmental feedback to ensure alignment on expectations. Collaborate with advisors, attorney development committees, and Employee Relations to address performance issues, ensuring clear documentation of related communications. Together with Practice Management, Coaching and Employee Relations, facilitate smooth and professional transitions from the firm.
• Strategic and Advisory Support: Proactively identify trends, address Attorney concerns, and develop and implement targeted strategies for hiring, onboarding, retention, advancement, and development in collaboration with practice area leaders, partners, senior attorneys, advisors, and Practice Management. Partner with Recruiting and Practice Management to assess and anticipate hiring needs, using workforce data and performance metrics to identify development gaps, forecast talent needs, and guide succession and hiring strategies. Shape role definitions, refine selection criteria, screen candidates, and deliver data‑informed recommendations to leadership to support timely and effective talent hiring decisions. Manage the Advisor Program to ensure Attorneys receive consistent, high‑quality guidance, feedback, and mentorship throughout their careers.
• Training: Anticipate training needs and, in consultation with partners and attorney development committees, collaborate with Learning + Professional Development, Practice Management, and subject matter experts to deliver targeted, high‑impact programming and create individual learning plans for Attorneys to realize their maximum potential. Take initiative in leading, shaping, or supporting key firm initiatives to clarify career paths and support professional growth.
• Cross‑Functional Collaboration, Innovation, & Engagement: Work closely with Talent, Practice Management, and others to continuously improve talent programs, policies, and processes. Lead initiatives that promote attorney engagement, inclusion, and belonging and respond to employee engagement feedback. Foster a positive, collaborative culture within the cohort and broader firm community by driving attendance and active participation at Firm trainings and events. Proactively address engagement concerns with Attorneys and their advisors.
• Policy Awareness and Compliance: Facilitate Attorneys’ understanding of key firm policies, practices, and procedures and drive compliance by emphasizing the strategic relevance and impact on professional success and firm culture.

• Exceptional interpersonal and communication acumen, with the ability to cultivate relationships, influence key stakeholders, and drive strategic initiatives at all organizational levels.
• Possesses a results‑oriented and inclusive working style and exhibits a desire for continuous improvement.
• Unwavering discretion and sound judgment, safeguarding highly confidential and sensitive information with integrity and professionalism.
• Exemplary organizational capabilities coupled with the ability to seamlessly manage multiple high‑priority projects while maintaining focus on key objectives.
• Facile with and champions use of data, technology platforms, and AI tools to modernize workflows, elevate communication, and generates actionable insights that inform strategic talent decisions.
• Proven expertise in creative problem‑solving and leadership, with a strong track record of coaching, mentoring, and developing teams to achieve optimal performance and growth.

• Juris Doctor (J.D.) degree strongly preferred, with a solid foundation in legal principles and practices.
• A minimum of 5 years of relevant experience, ideally within a large law firm setting, demonstrating a deep understanding of the complexities and dynamics of the legal industry.
• Experience in legal staffing, workforce planning, or attorney development within a comparable legal or professional services environment is highly preferred, showcasing the ability to navigate and drive success in sophisticated, fast‑paced settings.

• Schedule: Standard office hours; evening/weekend work as needed.
• Environment: Office environment; hybrid work arrangement.
• Physical requirements: Ability to sit for prolonged periods of time and operate standard computer equipment. Must be able to operate various office machines including computers.
• Travel: Periodic travel is expected.

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. Goodwin is a disability‑inclusive employer. Please contact us if you require any disability‑related adjustments during the interview process, or would like to have a confidential conversation with a member of the recruitment team. If there are any disability‑related reasons which have impacted your profile, we may also be able to make adjustments for these.