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Director of Business Intake & Conflicts (All US Offices)

Job ID: 6199

Updated: Dec 14, 2021

Location: Chicago, IL, United States

Category: Risk Management


About Kirkland & Ellis

Kirkland & Ellis LLP is a preeminent, full-service law firm with offices around the world and a staff as diverse as the practice areas we support. Our clients range from Fortune 100 companies to medium and small corporations, financial institutions, and private equity firms.  Known for our commitment to excellence, Kirkland strives to provide superior service to our clients as well as our fellow employees. From Information Technology to Human Resources, Paralegal Services to Business Development, Kirkland offers non-attorney professionals challenging careers in a variety of functional areas. Whether starting or growing your career, Kirkland can offer a performance-driven culture filled with bright and innovative teams of co-workers.

Essential Job Functions

The Director–Business Intake Operations (“Director”) oversees the daily operations of the Firm’s Business Intake Conflicts Department (“BIC”). This includes ensuring that the activities of BIC support the Firm’s values and goals, and help Firm lawyers comply with their duties of professional responsibility and other ethics or regulatory requirements. The Director helps to develop both strategic and tactical plans for BIC and ensures the prompt, effective and efficient delivery of services to Firm lawyers and legal support staff. The Director interfaces with partner-led new business committees, individual partners and with the Office of General Counsel as needed.

The Director reports to the Senior Director–Risk Management (“Senior Director”), and collaborates extensively with the Director–Special Planning and Project (“Director–Planning”), the Director–Risk Management (“Director–Risk”), and the Manager–Staff Training & Development (“Manager–Development”).

Essential Functions

  • Direct and manage daily BIC operations including:
  • Processes and system related to the daily workflow to ensure seamless service and top-quality work product is being provided to the partners
  • Processes and systems related to the evaluation and acceptance of new business.
  • Processes to conduct conflicts of interest searching, the identification of conflicts, and the analysis of conflicts.
  • The evaluation of potential lateral hire candidates.
  • The evaluation and reporting requirements related to parties involved in restructuring matters.
  • The tracking, receipt and review of client engagement documentation, including Engagement Letters and Outside Counsel Guidelines.
  • The creation and maintenance of various information security barriers that protect the confidentiality of client information.
  • Oversee and direct BIC personnel, including:
  • Directly manage the performance of the Associate Director–Business Intake, the Operations Manager–Conflicts and the International Risk Management Manager.
  • Oversee the leadership development of BIC supervisors. Coach and develop BIC leadership group through exposure to effective management techniques. Ensure compliance with Firm policies and human resources practices. Ensure that BIC supervisors and managers participate in ongoing training in their areas of subject focus.
  • Oversee the selection of BIC staff, including Recruits, interviews and make final recommendations for staff selection to the Senior Director, Risk Management. Project needs for additional staff as part of the Firm’s annual budgeting process.  Maintain position descriptions for BIC positions.
  • Work with the Manager–Development to ensure that all BIC personnel receive appropriate, consistent and effective training in their respective roles.
  • Manage all tasks related to the Firm’s annual performance evaluation processes. Provide the Senior Director with proposed staff ratings. Ensure that all personnel receive timely and personal performance evaluations.
  • Manage processes for planned personal and vacation requests for staff
  • Work with the Director­–Planning and the Director–Risk on strategic planning activities for BIC. Executes tactical initiatives in support of the strategic plan.
  • Act as the business leader for BIC systems and process reengineering projects, including defining and documenting system requirements, design and development, and implementation. 
  • Consult with the Director–Risk or his team, the Senior Director or members of the Office of the General Counsel regarding conflicts or new business issues that cannot be immediately resolved, such as complex conflicts questions, or issues requiring research or the application of conflicts or new business subject matter expertise.  
  • Develop, improve, enhance, and document operational processes related to BIC, including workflows, job aids, templates and other training tools.
  • Work on special projects assigned by the Senior Director, the Director–Planning or the Director–Risk or Office of the General Counsel.

Qualifications & Requirements

The Director has several years’ experience leading business intake and conflicts functions in large law firms, including strong subject matter knowledge regarding business intake and conflicts best practices, systems and requirements. The Director is an experienced and capable leader, with exceptional management and interpersonal skills, and strong skills in strategic and tactical planning, project management, technology implementation, process re-engineering, and change management. The Director has experience with the technologies used in law firm BIC processes, including databases, search technologies, workflow systems, and reporting technologies.

The Director has mature decision-making skills, sound judgment and discernment, exceptional interpersonal capabilities, a collaborative style, composure under pressure, the ability to communicate and persuade effectively at all levels, and a strong customer service orientation.

How to Apply

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Equal Employment Opportunity

All employment decisions, including the recruiting, hiring, placement, training availability, promotion, compensation, evaluation, disciplinary actions, and termination of employment (if necessary) are made without regard to the employee’s race, color, creed, religion, sex, pregnancy or childbirth, personal appearance, family responsibilities, sexual orientation or preference, gender identity, political affiliation, source of income, place of residence, national or ethnic origin, ancestry, age, marital status, military veteran status, unfavorable discharge from military service, physical or mental disability, or on any other basis prohibited by applicable law.

Closing Statement

The job postings and recruiting mailbox are for candidates only. If you are a recruiter, search firm or employment agency, and do not have a signed contract with Kirkland & Ellis LLP ("K&E") and have not been asked specifically to submit candidates, you will not be compensated in any way for your referral of a candidate even if K&E hires the candidate. Direct contact with K&E employees in an attempt to present candidates is inappropriate and will be a factor in determining any future professional relationship with the Firm.