Practice Support Manager – Litigation and Healthcare

Foley Hoag seeks a Practice Support Manager (PSM) for the Litigationand HealthcareDepartments (Departments).Based in Boston thePSMisresponsible foradvancing the operationalstrategic and market success of Foley Hoagsassignedlegal departments. The PSM reports to the Senior Manager of Practice Supportcollaborates withDepartment Chairs andworksclosely with partners other PracticeSupportManagers andbusinessservicesteamsacross the firmincludingBusiness DevelopmentLitigation Technology ServicesBusiness Operations Finance Research Services Professional Development Knowledge Management& Innovation Recruiting Technology and Human Resourcesto align resources and advance shared priorities. Strong communication leadership and emotional intelligence are essential along with asolid understanding ofthe assigneddepartments andpractices.

This hybrid role requiresin-office presence in our Boston office at least three days per week to foster collaboration and connection. The onsiteexpectation isTuesday Wednesday and Thursday of each week.

Responsibilities

Practice Operations & Project Management

• In collaboration with the Department Chairs oversee efficient administration ofdepartmentalmatters including resource allocation project management processimprovement successionplanningand the execution of operational improvements.
• Collaborate with business services departments to manage firm-wide initiatives and support practice group strategies including collaborating with Department Chairs to develop business plans.
• Partner with department leadership and theappropriate businessservices teams toidentifyand pursue strategic opportunities including lateral hiring and new client segments.
• Develop andmonitorkey performance indicators for the departments providing regular reporting to leadership on operational and financial performance.
• Partner with the Senior Manager of Practice Support and Finance to implement best practices for matter management billing and client service tailored to matter workflow.
• Developagendas coordinate outreach and data collection and drive follow-up for regular partner and practice group meetings to support accountability and strategic alignment.
• Identifyand lead execution of operational and process improvementsin collaboration with leadership.
• Evaluate and recommend new legal technology tools process automation opportunitiesandotherinnovative solutions to enhance practice efficiency and client service delivery.
• Manage departmental communications and engagement initiatives includingmaintainingintranet pages distribution lists newsletters and events that foster collaboration and connectivity.

Revenue Growth

• In collaboration with Business Development and Finance track and analyze practice-specific data to inform growth strategies including reconciling coding and credit issues and capturing tracking and categorizing completed matters inPitchlyfor business development efforts.
• Partner with Business Development Professional Development and Knowledge Management & Innovation to support rankings and awards submissions client outreach and relationship development identification of growth opportunities within existing client relationships and cross-selling efforts across Foley Hoag practices.

Talent & Professional Development

• Help lawyersidentifyoptimalassignments and development opportunities.
• Collaborate with leadership andLateral Recruitingon recruiting onboardingand retention strategies including ensuring laterals and first-yearassociates are added to relevant firm and departmental distribution lists and recurring meetings.
• Provide oversight of the individual business planning process and submission.
• Support offboarding of attorneys including relevant data requests and analysis on the book of business and client historyand oversight of their email post-departure.
• Work with Professional Development and practice group leadership to coordinate training CLE programming mentorship initiatives and talent management efforts including communication with HR regarding performance development plans and attorney review processes.

Qualifications

• Minimum 5 years of experience in law firm business operations consulting or professional services withexpertisein practice management business development or legal operations.
• Familiarity with litigation practice operations and working knowledge of full litigationlifecycle.
• Exceptional verbal and written communication interpersonal and relationship-building skills with the ability to collaborate effectively across all levels of the firmfacilitatecross-departmental coordination andmaintainproductive relationships with attorneyscolleagues firm leadership and other stakeholders.
• An understanding of interdependencies between individualstakeholder departmental and firmwide priorities.
• Demonstrated ability to exercise sound judgmentmaintainconfidentiality and handle sensitive information with the highest level of discretion and professionalism.
• Proven ability to work independently and collaboratively manage competing prioritieswith strong attention to detail delegate effectively and exerciseinitiativeand critical thinking in a fast-paced deadline-driven environment.
• Strategic and creative thinker with the ability to evaluate complex issues consider multiple approaches develop practical solutions and align decisions and initiatives with firm goals culture and businessobjectives.
• Exceptional Microsoft Officeproficiencyand the aptitude to learn new software quickly.
• Deep understanding of the legal industry litigation practice operations client expectations and current legal market trends developments and innovations.
• Commitment toFoley Hoags values of excellence collaboration and innovation.

Compensation range is $116700 to $145800commensuratewith related experience andqualification. The salary of the candidate selected for this role will be set based on a variety of factors including but not limited to internal equity experience specialty and training. The above salary range (or hiring range)representsthe firms reasonable estimate of the range ofpossible compensationat the time of posting.

Search firm submissions are not requested nor considered for this position.

Terms and Conditions Bysubmitting this application I acknowledge receipt of and agree to the terms ofFoley Hoags Privacy Statement. I certify that answers given herein are true and complete to the best of my the event of employment I understand that false or misleading information given in my application constitutes grounds for immediate termination.I hereby authorize Foley Hoag LLP to investigate the information on this application my references work record education and other matters related to my suitability for employment. Furthermore I understand that just as I am free to resign at any time Foley Hoag LLP reserves the right to terminate my employment at any time and for any reason. I understand that no representative of Foley Hoag LLP has the authority to make assurances to the contrary.Foley Hoag LLP uses Greenhouse as a platform for our recruiting and hiring activities. Greenhouse may collect and use personal data that I provide after anonymizing the data to train their AI large language models. By applying to Foley Hoag LLP I consent to Greenhouses use of my data in this manner.

Accessibility Foley Hoag is committed to affording equal access to job opportunities to qualified applicants with disabilities. Individuals with a disability who require accommodation or assistance in the job application process for a posted position may contact . This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process.

Foley Hoag LLP is an equal opportunity employer. This means that Foley Hoag LLP considers applicants for employment and makes employment decisions without unlawful regard to sex race color religion citizenship national origin ancestry sexual orientation gender identity age marital or domestic partner/civil union status military service or veteran statusdisability and any other characteristic covered by applicable federal state or local nondiscrimination laws.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

We do not pay search firm or agency fees when speculative and unsolicited candidate profiles are submitted. Please be advised that at this time we are not considering new agreements with search firms/agencies not currently on our preferred supplier list for Business Services Professionals recruitment.