Managing Attorney is responsible for managing the daily operations of a law firm or an organization's legal department. Provides leadership and participates in the most complex legal actions. Being a Managing Attorney directs law office operations, case assignments, and staffing. Oversees the activities and work products of subordinate attorneys. Additionally, Managing Attorney monitors case status, timelines, and issues. Mentors and coaches attorneys and implements staff professional development programs. Requires a JD. Requires State Bar membership. Typically reports to top legal executive. The Managing Attorney manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. To be a Managing Attorney typically requires 5 years experience in the related area as an individual contributor. 1-3 years supervisory experience may be required. Extensive knowledge of the function and department processes. (Copyright 2024 Salary.com)
We are a fast-growing divorce and family law firm in Northern NJ seeking a highly experienced and dynamic Managing Attorney to join our team to help Men and Fathers obtain the legal and parental justice they are entitled to and deserve when going through a divorce or other family law matter.
We are seeking a positive and enthusiastic advocate who does not work by the clock. You should be able to write a motion or legal brief with flair and clarity, develop legal case strategies and legal theories with no supervision, and can relate and break down into simple terms complicated laws to both the client and your internal team members, all with ease and grace. Also, for the most part, you should have a good reputation in that opposing counsel or experts who know you respect your legal abilities, and you can get along with 99.9% of those you encounter.
You might be the right fit if you are someone who takes pride in your work for your own benefit (but also understands the firm wants to look good too), has personal and professional integrity, and is willing to work until the job is done, including weekends, and working nights when necessary.
It might very well be that you are currently in a role that is just "okay"; it might be that you have your own law firm (or thought about it) but don't love the day-to-day management of law practice. It might be that you are simply bored with your current circumstances-- or maybe you are yearning for some independence and autonomy in your area of expertise! If any of these resonate with you, then someone like you aligns with our mission; we built our law firm around helping people move forward to where they want to be to something better.
We have a top-notch support and an administrative team in place to ensure you are always supported, and not bound by time-consuming admin work. So, all you can focus on is handling the clients and providing outstanding client service, along with imposing your legal brilliance and advocacy onto the clients, the Courts, opposing counsel, and junior associates!
Our Managing Attorney must:
If you fit the bill for a Managing Attorney, we will know so because you come with a book of business, even if the same is not significant in size. If you originate cases, you will be entitled to an origination bonus, in addition to base compensation.
Do you like having fun at work? We are an exciting workplace where you will play an important role in the lives of Men, Fathers & Children. We offer plenty of opportunities for professional and personal development too. The on-target earnings for this opportunity are inclusive of a base salary and the opportunity for consistent merit increases and professional development opportunities.
A generous benefits package is offered: health benefits, paid time off, and a 401k program. We take into consideration a candidate’s education, training, and experience, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the New Jersey Bill A1094, a candidate’s salary history will not be used in compensation decisions.
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