What are the responsibilities and job description for the Practice Innovation Lead position at Staff?
As a member of the Knowledge Management Department, the Practice Innovation Lead will anticipate, identify, and implement innovative legal technology solutions within the Firm. The Practice Innovation Lead will be responsible for tightly lacing an understanding of the practice of law with technology, knowledge management, business analysis, process improvement and project management. Ultimately, this role provides solutions that enhance the client experience.
ESSENTIAL FUNCTIONS :
Practice Support and Innovation
- Serve as the point of contact for Practice and Innovation solution needs to gather, synthesize, and prioritize solution requirements regardless of technology to be used
- Work with attorneys, clients, and vendors to document requirements / challenges to build and refine practice innovation solutions.
- Design and build legal solutions to address internal and external Firm client needs such as document automation, logic driven solutions and similar technologies.
- Provide ongoing support for deployed solutions and serve as point of contact for troubleshooting inquiries.
- Assist with standard forms, current awareness, search, external resources / tools, local counsel referrals, and other KM tools and resources.
- Actively participate in marketing Innovation services to Departments and Practice Groups by independently participating in Department and / or Practice Group Meetings.
- Work cooperatively with attorneys to ensure the highest level of effectiveness and efficiency of work product.
Innovation Tool and Solution Analysis
ADDITIONAL FUNCTIONS :
QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES) :
Education :
Experience :
Knowledge, Skills, & Abilities :
Knowledge
Skills and Abilities
With minimal supervision, ability to exercise initiative and judgment to make decisions within the scope of their assigned authority.
Excellent problem solving and analytical skills
Outstanding communication skills that enable clear, concise oral and written communication to all levels of the organization - including non-technical users, members of the KM Team, and management.
KM Competencies
WORK ENVIRONMENT & PHYSICAL DEMANDS :
This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
PHYSICAL REQUIREMENTS
Sedentary work : Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time. Walking and standing is often necessary in carrying out job duties.
VISUAL ACUITY
Worker is required to have close visual acuity to perform an activity such as : preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.
DISCLAIMER
Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future.
The above is intended to describe the general content of and requirements for the performance of this job. It is not a contract or employment agreement and is not to be construed as an exhaustive statement of all functions, responsibilities, or requirements the employee may be required to perform, and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will. Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation. If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)