Attorney Talent Operations Manager - Compensation

Ropes & Gray is a preeminent global law firm. The firm has been ranked in the top three on The American Lawyer's prestigious A-List for eight consecutive years and #1 on Law.com's UK A-List twice in the past three years - rankings that honor the "best of the best" law firms. The firm has approximately 2,500 lawyers and professionals serving clients in major centers of business, finance, technology, and government in Boston, Chicago, Dublin, Hong Kong, London, Los Angeles, Milan, New York, Paris, San Francisco, Seoul, Shanghai, Silicon Valley, Singapore, Tokyo and Washington, D.C.The firm has consistently been recognized for its leading practices in many areas, including asset management, private equity, M&A, finance, real estate, tax, antitrust, life sciences, health care, intellectual property, litigation & enforcement, privacy & cybersecurity, and business restructuring. Ropes & Gray is an equal opportunity employer.

Reporting to the Senior Manager of Attorney Talent Operations, the Attorney Talent Operations Manager - Compensation is primarily responsible for the management, administrative oversight, and analysis of firmwide non-partner attorney compensation globally, including partnership track associates, counsel, and other non-partner attorneys and timekeepers worldwide.

The manager will also be a contributing member of the greater team and manage specific initiatives and programs as they arise to support the life-cycle of attorneys at the firm.

• →Manage, with oversight from the Senior Manager of Attorney Talent Operations and Director of Attorney Talent Operations, the annual base compensation and bonus processes for all non-partner attorneys at the firm, including recommending compensation figures based on appropriate criteria. Consider the lawyer rewards framework, including competitive pay, advancement and discretionary bonus frameworks.
• →Collaborate with the Senior Manager of Attorney Talent Operations, recruiting managers, and practice groups on the compensation aspects of the hiring and promotion of attorneys, taking into account financial metrics and workforce planning.
• →Oversee the production of aggregate and individual attorney data and financial metrics and analyze such metrics as they relate to compensation.
• →Serve as a key point of contact for partners and other attorneys to answer questions and provide insights on compensation, hours, and related metrics.
• →Develop, document, and continuously improve best practices and templates for compensation management and analysis.
• →Maintain annual documents, charts, presentations, and spreadsheets.
• →Drive the implementation of compensation process changes and decisions, from preparing presentations to firm leadership to communication plans to impacted attorneys.
• →Monitor and report on industry developments and trends in attorney compensation in all relevant markets. Collaborate with finance to model different scenarios.

• Bachelor’s degree required, preferably in Human Resources, Business, Finance, or related field; master’s degree or J.D. a plus.
• Minimum of eight (8) years of experience in a large law firm or professional services environment with increasingly responsible positions, preferably within human resources or legal talent.
• Minimum of three (3) years of experience working in a compensation function.
• Strong quantitative, analytical, and data modeling capabilities, with the ability to translate findings into strategic insights and practical recommendations.
• Sound judgment and ability to respect, protect and maintain highly confidential and sensitive information.
• Exceptional written, verbal, and interpersonal communication skills, with the ability to effectively present complex information to diverse audiences.
• Strong organizational and project management abilities, with a detail-oriented approach and the capacity to maintain a strategic perspective.
• Ability to command the respect of the attorneys with quiet confidence.
• Advanced proficiency in Microsoft Office Suite, with strong Excel skills.
• Experience or familiarity with Workday a plus.

This position requires hybrid on-site presence as an essential function of the role. Consistent and predictable on-site presence is required for ongoing business continuity, professional development and effective collaboration with colleagues and management.