30 days old

Chief Legal Talent Officer

Arnold & Porter
Washington, District of Columbia 20001
  • Job Code
  • Job Type
  • Job Status
    Full Time

The Talent Development Department of Arnold & Porter has an opening for a Chief Legal Talent Officer (CLTO). The CLTO may be located in the Washington, New York or San Francisco office. The Chief Legal Talent Officer will develop, elevate, and promote first-rate legal recruiting and talent development programs that attract, develop and retain the highest caliber legal talent, with the focus on developing the firm’s lawyers at all levels to achieve their full potential. The CLTO is expected to be a strategic thinker and thought leader in recruiting and development initiatives that also encompass all aspects of the ongoing Associate experience, developing creative solutions that demonstrate the firm’s commitment to wellness and promotes morale and long-term engagement. The CLTO will perform all responsibilities with a commitment to providing superior service to the firm’s attorneys and advisors. The CLTO will manage effective departmental operations, promoting an atmosphere of teamwork and continuous improvement, and will serve as a positive role model and mentor to the legal talent team.

The CLTO will report to the Chief Operating Officer and work closely with the firm Chairman, Co-Managing Partners, Chief Diversity & Inclusion Officer, Chief Administrative Officer, Chief Human Resources Officer, Practice Management, the Management Committee and other leadership within the firm. This individual will manage a team of approximately 25 staff members through four direct reports, including a Director of Attorney Professional Development, a Director of Attorney Recruiting, a Director of Attorney Career Counseling and a Director of Legal Personnel.

The Chief Legal Talent Officer will:

  • Work with the Firm Chairperson, Co-Managing Partners, Chief Operating Officer, Chief Diversity & Inclusion Officer, Chief Administrative Officer, Chief Human Resources Officer, and other senior stakeholders to develop, implement, and advance state-of-the-art, best-in-class legal talent management programs that encompass the recruitment, retention, training, development, evaluation, and compensation of the firm’s lawyers.
  • Develop a general resource hub tailored to “the Associate experience” at the firm, supporting professional development and personal wellness needs of associate attorneys; ensure effective internal communications about these resources as well as incorporation into the firm’s external recruiting and “best places to work” communications efforts.
  • Act as a thought leader to develop the strategic direction and ensure effectiveness of global recruiting and development programs and events, including on-campus recruiting, lateral Associate recruiting, summer associate and trainee programs, onboarding and integration, academies, external training programs, CLE programming, and other related programs.
  • Maintain up-to-date knowledge of current legal talent management trends, program design and strategies, and market data, including peer firms, and be able to create new and innovative programs for lawyers.
  • Develop partnerships with key external stakeholders and other thought leaders in the areas of legal talent recruiting and attorney development that will support and enhance the firm’s brand and culture as an employer of choice and a great place to work.
  • In consultation with the Chief Diversity & Inclusion Officer, firmwide resource groups, and other key stakeholders, including practice group leadership, develop and support diversity and inclusion efforts in recruiting, retaining, and advancing the firm’s legal talent; ensure an inclusive approach to the development and implementation of Associate recruitment, professional and career development, and Associate life/engagement related initiatives.
  • Develop programs to enhance the general and practice-specific performance of the firm’s lawyers, including programming on performance management and evaluation, legal skills training and assessment, wellness, benchmark management, and other training and development programs.
  • Conduct an organizational review/audit of the existing legal talent department structure and processes, including the use of talent/recruiting-related committees, and make recommendations regarding what is working, what is not, and how best to utilize all available resources to continually improve the firm’s ability to recruit, retain, develop and promote lawyers.
  • Oversee efforts with senior firm leadership, Chief Officers, Practice Group Leaders, and Practice Managers on the creation of attorney training programs, including programs specifically related to firm economics, leadership, management, and culture.
  • Collaborate with Practice Management on mentoring, sponsorship, shadowing, and other programs to ensure the development needs of each practice area are met.
  • Travel to local firm offices to implement strategic legal talent initiatives, understand the culture of the firm, and forge connections with the firm’s attorneys.
  • Manage department staff, including Directors of Attorney Recruiting, Legal Personnel, Attorney Professional Development, and Career Counseling, as well as staff reporting to such Directors, to foster high standards, high levels of expertise and skills, excellent internal and external client service, creativity, and innovation.
  • In consultation with the Chief Marketing Officer, oversee internal and external communications related to responsible areas, including with law schools, external training and development vendors, and internal facilitators, for appropriate messaging and achievement of program goals.
  • Serve as a department liaison and collaborate with other Chief Officers and their department staff to ensure smooth delivery of services to the firm’s lawyers and clients.
  • Develop and understand firm data surrounding recruiting and development to inform the firm’s hiring and development needs; determine which Key Performance Indicators and other technology tools to use to measure progress against these metrics.
  • Collaborate closely with the Chief Human Resources Officer and/or the Office of the General Counsel on employee relations matters that directly involve the firm’s legal talent.
  • Develop, monitor, and manage the firm’s legal talent and development budget to ensure goals are met in accordance with the budget and in the most productive and cost-effective manner possible.



  • Bachelor’s degree required, with graduate and/or law degree a plus.
  • A minimum of 15 years of broad-based talent management experience, including strategic planning, professional development, performance management, talent acquisition, and career and recognition systems for highly sophisticated, global, multi-office law firms and/or other professional service organizations.
  • Demonstrated deep knowledge of professional talent management field and trends, including understanding of best practices in recruiting, professional development, career development, coaching and counseling, adult learning principles, and instructional design.
  • Strategic-thinking and analytical skills, with the ability to evaluate and implement sophisticated talent management programs and initiatives, including data analytics.
  • Proven experience leading innovation and continuous improvement in talent management capacities; superior communication and engagement skills, including the ability to interact credibly and diplomatically with individuals at all levels of an organization, and recognize when to lead through influence rather than control.
  • Executive presence and excellent presentation skills, including the ability to effectively communicate and explain complex data and concepts.
  • Demonstrated high emotional intelligence, with strong influencing skills and ability to overcome objectives and gain buy-in.
  • Demonstrated inclusive leadership and cultural competency skills, with an understanding of the opportunities and challenges related to advancing diversity in the legal industry, and large law firms specifically.
  • Ability to work collaboratively with a variety of firm leadership to build consensus around legal talent management strategy and tactics
  • Strong service orientation and an ability to establish and maintain effective working relationships with peers, office and firm management, and outside business partners.
  • Excellent writing, research, and editing skills.
  • Sound judgment and common sense, as well as a high degree of integrity, tact, and discretion.
  • Ability to leverage critique of work to improve performance coupled with a commitment to professional development and growth.
  • Ability to multitask and work under pressure on a large number of strategic initiatives, managing multiple priorities, and adjusting to changing priorities in a professional manner.
  • Strong organizational and project management skills, with exceptional attention to detail.
  • Availability to travel as needed to the firm’s offices.


Arnold & Porter Kaye Scholer LLP uses E-Verify, which is a web-based system, to confirm the eligibility of our employees to work in the United States. As an E-Verify employer, we verify the identity and employment eligibility of newly hired employees by electronically matching information provided by employees on the Form I-9, Employment Eligibility Verification, against records available to the Social Security Administration (SSA) and the Department of Homeland Security (DHS). We use E-Verify because we are a federal contractor containing the Federal Acquisition Regulation (FAR) E-Verify clause. Please see the posters for details regarding E-Verify or contact Arnold & Porter’s Human Resources Department for more information. E-Verify Participation Poster and Right-to-work Poster .


Arnold & Porter is an equal opportunity and affirmative action employer that does not discriminate on the basis of race, color, creed, religion, national origin, sex (which includes pregnancy, childbirth, breastfeeding and related medical conditions), age, marital or partnership status, familial status, sexual orientation, gender, gender identity, gender expression, transgender, physical or mental disability, medical condition, family leave status, citizenship status, immigration status, ancestry, genetic information, military or veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. Our firm's equal opportunity policy applies to all employment practices and terms and conditions, including, without limitation, recruitment, employment, assignment, training, compensation, benefits, promotions, disciplinary action and terminations. To achieve our goal of equal opportunity, Arnold & Porter maintains an affirmative action plan through which it makes good faith efforts to recruit, hire and advance in employment qualified minorities, females, individuals with disabilities and protected veterans. If you would like more information about your EEO rights as an applicant under the law, please click EEO is the LAW and the Supplement poster.


Arnold & Porter is an EO Employer - M/F/Veteran/Disability/Sexual Orientation/Gender Identity. 


Posted: 2021-05-20 Expires: 2021-06-19

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Chief Legal Talent Officer

Arnold & Porter
Washington, District of Columbia 20001

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