about 1 month ago
The new process of Resource Management is a fundamental change in approach to the traditional resource allocation method. It centres around a Resource Manager who will build strong relationships with all Partners and Fee Earners within the group and develop a deep understanding of the nature of the work being done. They will work to understand Fee Earner capability, development needs and availability to ensure work is allocated appropriately and fairly and support a more efficient process for the allocation of work.
At a functional level, the role will provide Partners and MA Matter Managers across the group with appropriate options to resource chargeable and non-chargeable work. These options will take appropriate account of availability and suitability as well as the development goals of Fee Earners where applicable.
The process centres around a Resource Manager who will be required to:
build strong relationships with all Partners and Fee Earners within the group;
understand the different types of work done by the group;
understand and track individual Fee Earner capability, development goals and availability;
all with a view to ensuring work is allocated appropriately across the group, and to support a more efficient and effective process for the allocation of work.
The role is designed to help the department run more efficiently by saving significant amounts of time spent by partners on work allocation and resource management, ensure fairness by encouraging partners to work with different people and help to keep the associates happy and support their development, which is increasingly important as the group continues to grow in size.
Set up responsibilities:
Work with Business Manager, the Lead Resource Manager and the Head of HR to develop and implement the new approach to Resource Allocation
Proactively engage and communicate to the practice about the new solution – setting expectations appropriately
Define how the process will be adopted within DSP, including the key interactions with others within the group and the standard data which will support the process
Assist partners in staffing matters by:
Building strong working relationships across the practice and proactively seek to anticipate and fully understand resourcing requirements. Do this by regularly meeting with partners / MA matter managers to understand what the pipeline of work is and what the current / future needs of particular matters are.
Identifying and then discussing with partners the most appropriate resources for all incoming work, including paralegals. Advise partners on the appropriate staffing of a matter from a capacity and associate development point of view.
Throughout matters the resource manager will be a strong support to matter partners / MAs and to the HR Partner and HR contacts. They will:
Monitor resource requirements for ongoing work, to anticipate and manage periods of increased/reduced busyness, holiday/illness/parental leave/leavers etc. Ensure that these are pre planned as far in advance as possible and that the partners are steered towards the appropriate level of resource - looking to paralegals where relevant.
Regular discussions with HR manager and HR partners on
work mix for individual associates, helping to manage the need to rotate on and off matters where relevant;
on associate objectives, work preferences and performance issues;
the RM will also escalate challenges and concerns of Fee Earners to HR, where necessary.
Communication will be a key part of the resource managers role:
Monitor use of the work allocation tool and share capacity with the group on a weekly basis. Daily discussions with fee earners around current and future capacity. Collect, input and analyse data – including gathering, verifying and maintaining details around work allocated and Fee Earner preferences. Report to Partners regularly on utilisation levels across the group and on any individual Fee Earner challenges or other relevant issues.
Foster continuous two-way communication with Partners and Fee Earners. Prepare updates on current and new matters to be shared with the group.
Challenge partners and encourage new ways of thinking around resource managers.
Liaise with the Work Allocation Partner, HR Manager and Business Manager, including in respect of any necessary validation of resourcing recommendations, escalation of resourcing challenges etc.
Ensure that time sheets are completed accurately and on time.
Provide management information around resource allocation to actively contribute to practice management.
Provide feedback into the appraisal process, where relevant. Included in talent discussions re development of associate population.
Liaise with other groups and in particular other Resource Managers across the firm to encourage collaboration and sharing of resources and information.
Secondments, movers and joiners
Support the client and international secondment process.
Support on work allocation for new joiners, NQs, parental leave and secondment returners; ensuring they have been allocated some work prior to their arrival.
Introduce new joiners, secondees and trainees to the work allocation process.
Work closely with Legal Project Managers, alternative resourcing teams and the PIE network to make sure we are using roles, skills and technology in a smart way to resource matters optimally, in line with client preference as well as internal commercial objectives. Play a role in the design/implementation of innovation and efficiency initiatives where appropriate.
Key competencies required
An appreciation of the way Partners and Fee Earners work
Sufficient credibility to manage sensitive discussions at Partner level
Strong emotional intelligence and the ability to build relationships within the group at all levels
Aptitude to quickly learn the nature of the work done by the group and considerations for resourcing this
Creative thinking and the ability to apply logic and pragmatism when helping to define the process
This role will report to the London Lead Resource Manager, London DSP Business Manager and the DSP Head of HR.
The Resource Manager will work with all members of the DR practice in London, but in particular will be supported by the Business Manager, HR Manager, Work Allocation Partners and secretarial support resource.
This list of duties and responsibilities is not exhaustive. It is intended to describe the general content of, and requirements for the performance of this job, and as such, the role may also include the undertaking of additional tasks as required.
Aptitude for learning
Good team player
Practical experience and business skills
Appreciation of legal or other professional services working practices
Strong stakeholder management skills and experience in dealing with people at senior levels
Proven experience at working autonomously with minimal direction
Excellent verbal and written communication skills
Understanding of or experience in appropriate management of HR related issues
Knowledge of Linklaters working practices