Immigration Practice Manager

 

POSITION(S) I AM APPLYING FOR

Immigration Practice Manager

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The Immigration Practice Manager will work closely with the Immigration Section Manager to manage key aspects of the Immigration practice. The Practice Manager will serve as the Immigration point person and will coordinate with other administrative departments. The Immigration Practice Manager also will provide direction and management to all of the section’s paraprofessionals and administrative staff.

Responsibilities:

Section Administration

Facilitate identification of Immigration objectives and develop and implement strategies to accomplish goals.

Oversee section budgets, including reviewing, approving and monitoring spending throughout the year.

Work with Section Manager and Business Development Manager on business planning processes, marketing initiatives, and presentations for Member Retreats and Section Meetings.

Prepare reports for Section and Firm Management to facilitate analyses of practice development initiatives, business goals, and section capabilities.

Support knowledge management initiatives.

Coordinate with Human Resources, Attorney Development, Finance, Research Services, Information Governance, Legal Recruiting, and Marketing Departments to optimize organization, best practices, and resource utilization.

Plan and coordinate various Immigration section events to promote group cohesiveness and recognize accomplishments.

Assist Section Manager with general administrative activities and serve as a resource for coordination with other Sections and administrative personnel.

Review outside vendors for section, including foreign counsel, translators, evaluators, couriers, etc.

Remain current on immigration law developments; schedule alerts, blogs and advisories.

Other section specific responsibilities as requested.

Work Allocation/Staffing Needs

Manage assignments and workload.

Oversee and review staffing/workload reports for Section Management.

Identify areas for improvement with existing workflow processes, SOP’s and lead section efforts to standardize routine communications to clients.

Analyze and oversee metrics to measure caseloads and to monitor allocation of work.

Work with attorneys to optimize attorney utilization and support attorney development.

Work with Client Intake to oversee the integration of new clients.

Identify and assess hiring needs; make hiring recommendations to Section Manager.

Professional Development

Work with Attorney Development to monitor attorney performance.

Work closely with the Attorney Development team to identify developmental gaps and implement the various mentoring programs.

Facilitate section meetings/training sessions.

Identify section meeting agenda items and training topics.

Coordinate with the Attorney Development team and Section Manager for attorney evaluation process.

Participate in mid-year check-ins and review meetings for attorneys with Section Manager.

Coordinate with Human Resources or the Attorney Development team to facilitate orienting and integrating new attorneys and legal professionals joining the Section.

Coordinate with the Attorney Development team and other departments as needed to oversee attorney departures and file transfers.

Coordinate with Human Resources or the Attorney Development team to manage attorneys and legal professionals on and off-ramping for leaves of absence, including managing staffing needs.

Identify and facilitate external professional development opportunities (i.e., conferences, Bar offerings, etc.) for the Section.

Paraprofessional Management

Work with Human Resources to monitor paralegal performance.

Provide guidance and direction to approximately fourteen (14) cross-office paraprofessionals and staff; manage the group’s day-to-day work.

Hold regularly scheduled and ad-hoc “check-in” meetings with paralegals and staff.

Manage, review and approve time off requests through Dayforce (payroll timecard system).

Lead and oversee paraprofessional meetings.

Coach senior paraprofessionals on mentoring and reviewing the work of junior paraprofessionals.

Assist with professional development of paraprofessionals and staff.

Collaborate with HR and Section Manager on employee relations issues and recruitment.

Assist Section Manager with conducting performance reviews, and allocating merit increases and bonuses across the section.

Oversee the distribution of work allocation and assignments, staff utilization, utilization analysis and statistical reporting executed by staff.

Lead efforts to implement document production system.

Oversee internal training curricula and oversee regular training opportunities for paraprofessionals.

Qualifications:

Bachelor’s degree required; J.D. preferred.

5+ years of experience in a large law firm—a portion of which should be working in professional development and/or human resources.

Strong analytical abilities, project management, attention to detail and organizational skills.

Ability to collaborate and gain the respect, trust, and confidence of the Firm’s attorneys and professional staff.

Facility analyzing, working with and presenting data.

Possess a creative, proactive, and “hands-on” approach to problem solving.

Facilitate teamwork and identify opportunities to develop new processes/infrastructure.

Demonstrated ability to grasp and implement new concepts quickly.

Ability to work independently and as part of a team in a way that fosters collaborative working relationships.

Outstanding sense of customer service, with demonstrated ability to instill this in others.

Strong leadership and management abilities.

Deep personal commitment to integrity, excellent judgment, and the highest standards of ethics.

Must display the highest level of diplomacy, tact and discretion, with comfort in handling and maintaining confidential information.

Experience in employee relations, performance improvement and separations.

Understanding of law firm economics.

Excellent computer skills, including proficiency in Microsoft Word, Outlook, Excel and PowerPoint.

This job description is a general description of the types of responsibilities that are required of an individual in this job. It is not intended to be a complete list of the responsibilities, duties and skills that may be required for this job.

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