Senior Manager - Employee Engagement

Overview

Mayer Brown is an international law firm positioned to represent the world’s major corporations, funds, and financial institutions in their most important and complex transactions and disputes. We are recognized by our clients as strategic partners with deep commercial instincts and a commitment to creatively anticipating their needs and delivering excellence in everything we do.

We are a collegial, collaborative, and diverse firm where highly motivated individuals with an unwavering commitment to excellence receive the opportunity, support, and development they need to grow, thrive, and realize their greatest potential all while supporting the Firm’s client service principles of excellence, strategic partnership, commercial instinct, integrated strengths, innovation, and collaboration across our international firm.

If you enjoy working with team members whose defining characteristics are exceptional client service, initiative, professionalism, responsiveness, and adaptability, you may be the person we are seeking to join our Human Resources department in our New York, Washington D.C. or Chicago office as a Senior Manager - Employee Engagement.

This role will lead the development of the Firm’s engagement agenda aligned to its strategy.  Bringing professional expertise to the Firm providing advice on employee engagement to leadership and HR function, in delivery of the Firm’s objectives and key people priorities.

Responsible for the design and implementation of firm-wide engagement programs and activities, that elevate workplace culture and strengthen career satisfaction and retention among lawyers and business services staff.  Collaborating across the HR function and with business professionals to drive goals and objectives, embed programs and achieve impact throughout the employee life cycle.

Aligned with the Firm’s HR Strategy, design, implement and create communications for innovative and meaningful firm-wide engagement programs that elevate workplace culture and strengthen career satisfaction and retention among lawyers and business services staff.  Develop strategies to build a more inclusive and vibrant community where individuals feel connected, valued and motivated to grow their careers at the Firm.   Conduct outreach initiatives to listen and collect feedback on what is working well and where the Firm can improve.

Responsibilities

Working with the CHRO and other HR senior leaders, lead the development of the Firm’s engagement agenda, initiating and utilizing external and internal insights into the drivers of engagement and the link to the Firm’s performance, and partnering with HR Leadership team.

• Develop data gathering tools such as surveys and checklists for systematically collecting feedback and engaging in face-to-face discussions and focus groups
• Collect and synthesize employee feedback and insights through surveys, focus groups, interviews, etc.
• Analyze findings to identify key drivers of employee satisfaction, how the Firm can improve and what aspects of the experience are successful and to be showcased
• Effectively distill information into key message points for effective communications and deliver clear and persuasive presentations on actionable recommendations and highlighting success stories
• Design innovative engagement programs that address key issues raised; track programs at peer law firms and ensure the Firm remains competitive and market leading in its initiatives
• Drive and deliver communications around engagement programs demonstrating the Firm is listening and responding to employee concerns; leverage internal communications professionals
• Demonstrate commitment to continuous improvement with tailored engagement strategies
• Track retention data and monitor progress from the programs
• Conduct ongoing programs to check in with employees on progress
• Partner with HR Business Partners / HR Advisory to connect department heads and practice leaders with the engagement agenda, and facilitate ongoing programs
• Mine survey information collected through media surveys (such as Chambers and Vault), exit interviews, stay interviews, etc. for themes and trends; analyze the data and develop actionable recommendations to address issues identified
• Actively conduct periodic outreach with new hires to learn about their onboarding and employee experience and how it compared to prior organization and feed insights into the continuous improvement of our onboarding and people processes
• Understand the Firm’s diversity objectives and ensure inclusive approach for all engagement initiatives
• Employee engagement programs should be designed to foster belonging, well-being, integration, mentoring, professional development and overall career satisfaction; strengthen the level of support felt in the work environment to build the sense that the Firm is a great firm at which to build a career
• Routinely track and report engagement themes and metrics by monitoring and maintaining data on engagement events, initiatives, and outcomes, providing year-end reporting and insights into trends; assess differences for various geographies, departments, job titles, etc.
• Work with HR teams to develop and provide support and coaching to department heads leading engagement efforts that are adopted
• Stay updated on industry standard methodologies and implement continuous improvement initiatives to better serve the Firm and improve overall business outcomes

Qualifications

Education/Training/Certifications: 

• Bachelor’s degree in a related field; a focus on Communications a plus. An equivalent combination of education and/or experience may be considered in lieu of the degree when the experience has been directly related to the functions of the job

Professional Experience: 

• Minimum of eight years of related experience, required; demonstrable track record in developing and delivering the engagement agenda in a global matrixed environment
• Prior experience leading engagement initiatives in a law firm, preferred
• An excellent understanding of the engagement agenda, diverse needs, the wider people agenda and its role in driving this forward
• Proven use of professional expertise to bring together insights both internally and externally to shape thinking and deliver engagement products, tools and services, to add value to the business
• Knowledge of data collection, survey management and data analysis work at a law firm and/or similar professional services setting and have a talent for building programs that inspire and connect people; experience to include analytics of employee survey data
• Strong stakeholder and relationship management, influencing, communication, consulting, solutioning and collaboration skills, working across offices and teams to promote engagement and support for employees
• Experience conducting focus groups and designing surveys
• Proven management of broad scope projects, delivery though others, managing risks, resources and interdependencies

Technical Skills: 

• Advanced proficiency in Microsoft Office products (including Word, Outlook, Excel and PowerPoint and HR databases)
• Demonstrated experience with virtual meeting techniques, preferred
• Proficient with Teams / WebEx / Zoom technology
• Experience with survey tools and the related data analytics

Performance Traits: 

• Strong written and verbal communication skills, able to communicate effectively and in a professional manner with all levels of the Firm and outside vendors
• Ability to work in a diverse team environment and effectively support the demanding needs of the Firm
• Ability to work under pressure, meet deadlines with shifting priorities
• Must be a self-starter with a high level of initiative
• Strong customer service skills, able to anticipate needs and exercise independent judgment
• Strong attention to detail, organizational skills and the ability to handle multiple projects
• Maintains confidentiality and exercises discretion
• Exercises solid strategic thinking and problem-solving skills 

Management Accountabilities:

• Demonstrated leadership experience
• Experienced facilitator able to apply skills to medium – large groups
• Operational budget analysis and recommendations
• Able to determine and implement change processes to improve workflow efficiencies
• Process- and service-oriented with strong leadership and project management skills
• Able to set priorities and delegate in an efficient manner 

Physical Requirements:

• May require travel to other offices as needed 

The typical pay scale for this position in New York is between $166,600 and $220,300; in Washington D.C. is between $165,800 and $219,300; in Chicago is between $155,700 and $206,000, although the actual wage or salary could be lower or higher if the candidate’s education, experience, skills and internal pay alignment are different from those specified. 

The above is a general description of the essential duties associated with this position and does not represent an exhaustive or comprehensive list of all duties.

The Firm may modify and amend this job description at any time at its sole discretion. Nothing herein creates a contract of employment or otherwise modifies the at-will nature of employment.

We offer competitive compensation and comprehensive benefits, including medical/dental/vision/life/and AD&D insurance, 401 (k) savings plan, back-up childcare and eldercare, generous paid time off (PTO), as well as opportunities for professional development and growth.

Thank you for your interest in Mayer Brown. We are committed to providing equal opportunity and reasonable accommodations to applicants and employees with disabilities and disabled veterans. To request a reasonable accommodation related to the application process and/or job interview, please email uslateralrecruiting@mayerbrown.com. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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Salary : $155,700 - $206,000