Practice Manager, Intellectual Property Litigation - (Boston, Washington, D.C., NYC)

The Practice Manager, Intellectual Property Litigation (“Practice Manager”) will work closely with Practice Management, Intellectual Property Litigation Section (“Section”), and Intellectual Property Division (“Division”) leadership to facilitate the efficient and effective management of the Section and other sections as needed. The Practice Manager is a highly collaborative self-starter with demonstrated experience, confidence, and professionalism in communicating with administrative management and timekeepers at all levels of the Firm. The Practice Manager will collaborate with peers on other Practice Management teams as well as other administrative groups to develop best-in-class practices and operational infrastructure that are aligned with achieving the goals of the Section, Division, and Firm.Essential Job Responsibilities:Section Administration• Partner with the Section Chair and Director of Intellectual Property Practice and Operations to lead the operational and strategic aspects of the Section and serve as a resource for connectivity among other sections and administrative personnel.• Prepare and oversee Section budgets, including reviewing, approving, and monitoring spending.• Drive complex IP litigation matter operations through strong project management skills, including developing or improving timelines and workflows, coordinating cross functional teams, monitoring milestones and budgets, and proactively mitigating risks to ensure matters progress efficiently and consistently across the practice.• Plan and coordinate Section meetings, retreats, and other significant events, including agenda development, content creation, and speaker identification.• Contribute toward Section-focused communications from Section leadership.• Remain current on IP Litigation industry developments; collaborate with the marketing team to coordinate attorney drafting of client alerts, blogs and advisories as needed.Professional Development and Performance Management • Work with Attorney Development to monitor attorney performance, identify development gaps, and escalate as needed issues for review by Section leadership.• Partner with the Section Chair and Attorney Development in the Associate Evaluation Process, including reading feedback, drafting performance review composites, and participating in check-in and evaluation meetings.• Be a resource for associates, off-track attorneys, and technical advisors (collectively, “Associates”) regarding day-to-day questions and conduct recurring check-in meetings with Associates.• Provide analysis and support for the Section Chair during membership elevation process.• Travel to other Firm offices to develop and strengthen working relationships with Section attorneys and Firm administrators.•Collaborate with Attorney Development to facilitate, review, and update formal training programs, including identification and recruitment of instructors.• Collaborate with Attorney Development on mentoring initiatives for Associates.• Identify and facilitate external professional development opportunities (i.e., conferences, Bar offerings, etc.) for the Section.• Advise Associates on Professional Development Plans.• Collaborate with appropriate administrative departments in connection with Associate accolade submissions.Work Allocation and Management• Manage allocation of assignments for Associates.• Manage/balance case teams for major patent litigations.• Analyze metrics to measure and monitor allocation of work.• Identify areas of improvement with existing workflow processes and SOPs.• Work with attorneys to optimize utilization and support professional development.• Assist partners and associates with project management for complex patent litigations and other patent-related initiatives (e.g., patent diligence, patent monetization programs, etc.).Recruiting and Human Resources• Identify and assess Associate hiring needs; make recommendations to Section leadership.• Collaborate with Recruiting to facilitate efficient recruiting efforts, including participating in interviewing process for Associates, as needed.• Coordinate with Attorney Development to facilitate orientation and integration of new Associates.• Coordinate with Attorney Development to manage Associate on/off-ramping for leaves of absence, including managing staffing needs.• Assist with managing the departing Associate process.Business Intelligence • Prepare reporting and analytics to build business intelligence that informs Section and Firm leadership on trends related to Section management, including talent management, financial performance, and knowledge management.• Collaborate with Section leadership and relevant administrative teams to identify actionable issues and plans arising out of metrics analysis with the goal of facilitating related efforts to support and advance Section initiatives and business goals.• Partner with Innovation team to support knowledge management and AI initiatives.Paralegal Management• Collaborate with relevant administrative teams on Section paralegal talent management issues such as recruitment, professional development, performance, and compensation.• Team with Section leadership to effectively manage the distribution of work allocation amongst the Section’s paralegals and monitor utilization across the paralegal team.Practice Management Team Management• Work with Practice Management colleagues to develop best in class practices, tools, and processes to streamline and promote efficiencies across the Practice Management team.• Together with others in the Division’s Practice Management team, work to support and manage the workload and professional development of the Division’s Practice Coordinator through coaching, mentoring, delegation, and supervision.Miscellaneous • Assume additional responsibilities as requested.• This role currently requires 60% in-office presence; remote work is permissible 40% of the time.• Must be able to travel to other offices periodically and at the request of management.Job 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 practice management, professional development, and/or human resources.• Prior experience managing staff is required.• Outstanding sense of client service, with demonstrated ability to instill this in others.• Strong leadership and management abilities.• Strong sense of urgency.• Ability to function in a fast-paced, service-oriented environment, prioritize multiple projects on a daily basis, and adjust to shifting priorities.• Strong analytical abilities, including working with, and presenting data and ability to grasp and implement new concepts quickly.• Excellent written and verbal communication skills with an ability to influence others.• Exceptional project and time 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.• Possess a creative, proactive, and “hands-on” approach to problem solving.• Demonstrated ability to motivate and develop teams.• Facilitate teamwork and identify opportunities to develop new processes/infrastructure.• Ability to work independently and as part of a team in a way that fosters collaborative working relationships.• Deep personal commitment to integrity, excellent judgment, and the highest standards of ethics.• Experience in employee relations, performance improvement and separations, including the ability to display the highest level of diplomacy, tact, and discretion, with comfort in handling and maintaining confidential information.• Understanding of law firm economics.• Excellent computer skills, including proficiency in Microsoft Word, Outlook, Excel and PowerPoint.Position can be located in Boston or Washington, D.C. The salary range for this position in Boston is $130,000-$160,000 and in Washington DC / NY is $175,000-$195,000.This job description is a general description of the essential types of responsibilities and qualifications that are required of an individual in this job. It is not intended to be a complete list of the responsibilities and qualifications that may be required for this job.Privacy Notice for California Applicants