Director of Legal Talent
Position Overview
The Director of Legal Talent is responsible for leading the full talent lifecycle for all the Firm’s staff (lawyers, associates, students, law clerks, legal assistants). This role oversees recruitment, onboarding, performance management, professional development, compensation, career progression, and employee relations across all staff populations, ensuring the Firm attracts, develops, and retains high-performing talent at every level.
As a member of the Firm’s leadership team, the Director of Legal Talent partners with Partners and senior leaders to align talent strategy with the Firm’s business objectives. The role plays a key part in shaping a strong, engaged, and high-performing culture through structured mentorship, effective career management, and clear governance practices.
Core Responsibilities
Talent Strategy & Leadership
- Provide strategic talent advice to Partners on workforce planning, structure, and capability needs
- Lead succession planning and support the development of clear career pathways for Associates and legal support staff
- Align talent practices with Partnership governance structures and Firm priorities
- Track and report on key talent metrics, including recruitment success, retention, progression, engagement, and compensation trends
- Use data to inform decision-making and continuous improvement of talent programs
Recruitment & Onboarding
- Design and lead recruitment strategies for students, Associates, and lateral hires, and legal support staff across the Firm
- Oversee full-cycle recruitment processes, including sourcing, interviewing, contract drafting and offer management
- Create and maintain meaningful relationships with law schools
- Lead the delivery of onboarding programs for all new hires
- Ensure smooth integration into practice groups, including early alignment with performance expectations and Firm policies
- Ensure equitable practices in recruitment, development, evaluation, and advancement
Student & Associate Programs
- Ensure consistency and fairness in evaluation and promotion processes
- Continuously improve program effectiveness based on feedback and outcomes
- Lead initiatives to support engagement and retention of legal talent
- Act as a trusted advisor to Associates on career development, progression, and workplace challenges
- Identify trends in engagement and retention and recommend targeted actions
- Foster a collaborative, inclusive, and high-performing work environment
- Design, implement, and oversee the Firm’s Associate mentorship program
- Monitor mentorship effectiveness and intervene where support or recalibration is required
Performance Management, Development & Compliance
- Oversee performance management processes for all staff, including evaluations, feedback cycles, calibration, and progression decisions
- Support Partners in delivering clear, constructive, and consistent feedback to all staff
- Monitor compliance with internal policies and address gaps through coaching, training, or escalation where required
- Identify development needs and coordinate training, coaching, and professional development initiatives
- Provide guidance to Partners on the application of policies related to performance, progression, and conduct
Compensation & Advancement
- Oversee the design, administration, and communication of Associate compensation and bonus structures
- Oversee the design. Administration and communication of legal support staff compensation and bonus structures
- Partner with Firm leadership to ensure compensation practices are competitive, equitable, and aligned with performance across all roles
- Support promotion and advancement decisions, including progression to Partnership where applicable
- Ensure transparency and consistency in compensation-related processes
Employee Relations & HR Operations
- Serve as the primary point of accountability for employee relations matters, including investigations, conflict resolution, accommodation requests, and disciplinary processes
- Manage complex Employee Relations matters with sound judgement, appropriate documentation, and coordination with specialized legal counsel when required
- Own and enforce the Firm’s policies across all staff, ensuring alignment with applicable legislation
- Oversee work assignment and reassignment across lawyers and support staff, managing workload distribution and staffing needs
- Manage leaves of absence and secondments in accordance with Firm Policy and applicable employment standards
- Own full-cycle employee journey for all staff, ensuring a consistent and high-quality experience across all roles
- Conduct and synthesize exit interviews to identify retention risks and systemic themes, providing recommendations to Firm leadership
Qualifications & Experience
- Qualified lawyer (member in good standing with a Canadian law society preferred)
- Demonstrated experience in legal talent management, professional development, or HR within a law firm or professional services environment
- Strong understanding of legal career progression, Partnership structures, and governance models
- Experience managing mentorship programs, performance processes, and compensation frameworks
- Proven ability to advise and influence senior stakeholders, including Partners
- Excellent interpersonal, coaching, and communication skills
- Strong organizational and program management capabilities
Key Competencies
- Strategic thinking and business alignment
- Relationship management and influence
- Coaching and mentorship development
- Judgment and discretion
- Policy development and governance alignment
- Employee relations and workplace investigations
- Program design and execution
- Data-informed decision making
How to Apply:
Interested candidates may apply by submitting a resume, brief cover letter, and compensation expectations to colin@supportpanda.ca .
NO AGENCIES PLEASE.