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Manager of Legal Education & Development

Job ID: 6235

Updated: Jan 4, 2022

Location: Washington, DC, United States

Category: Legal Recruiting & Development


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


As a member of the Firmwide (FW) Legal Recruiting & Development Department, the Legal Education & Development Manager for D.C. will provide strategic direction and implementation for all attorney professional development and training at the local office level, while executing FW initiatives and strategy.  The position is highly visible within the organization and responsible for a broad portfolio. It is charged with primary oversight and administration of new attorney orientation and integration, the associate review process, legal education and development programs, including administration of CLE and attorney admissions status as well as practice area-specific training, and the implementation and advancement of initiatives in the areas of diversity, women’s leadership, attorney mentoring and morale, and alumni engagement.  The position is also responsible for specialized research and benchmarking, budgeting, and the administration of firm sponsorships.  The position will work in collaboration with the FW Diversity, Pro Bono, Legal Education, Alumni Engagement, CareerLink and Administrative departments to help develop and implement those initiatives on a local basis. 

ESSENTIAL FUNCTIONS (This list is not exhaustive and may be supplemented and changed as necessary.)

Attorney Development and Training

  • Provide strategic direction and implementation for attorney training and development initiatives.


  • Partner with Legal Education and Development team members to implement the firmwide curriculum locally to the D.C. office.
  • Evaluate and assess all aspects of professional development programs, including analysis of development opportunities, course congruency and consistency, and other training resources.  Recommend future strategies.
  • Manage DC CLE trainings, DC KITA, DC Kirkland management and leadership trainings, Summer Associate learning programming, and participate in the development of FW KITA training programs.
  • Monitor compliance with CLE requirements and oversee CLE accreditation for in-house training programs.

Attorney Development

  • Manage local aspects of the annual associate review, upward review and bonus processes.
  • Work closely with associates on morale and Firm-life initiatives, and coordinate with partners to accomplish goals.
  • Diversity Committee Mentor Circles
  • WLI Welcome Circles
  • Parenting Link
  • Lateral Lunches
  • Develop and implement effective mentoring programs for all levels of associates that complement the FW professional development programs (e.g. Associate & Partner Mentor Programs).
  • Support partners in Diversity Committee Initiatives, resource planning, and building high performing, diverse teams.
  • Manage Alumni Engagement-sponsored Colleagues for Life class programs and events.
  • Promote alumni initiatives, Kirkland Wellbeing, and CareerLink services within the office. 
  • Mange attorney outplacement process.
  • Develop and conduct exit interviews of all attorneys. Track attorney retention data and report on the results and trends to senior leadership. Collaborate with senior leadership on strategic initiatives, as required.

New Attorney Orientation and Integration

  • Co-Manage the new associate fall orientation program with Attorney Engagement and Recruiting colleagues. Regularly assess program goals and develop new approaches as needed. 
  • Manage lateral integration; regularly assess program goals and develop new approaches as needed.
  • Support the D.C. attorneys and summer associate with effective learning and development programming, including development and participation of local and FW orientation programs. 

Attorney Morale

  • Actively participate in the Associates’ Committee, and spearhead associate morale efforts relating to the same.

Diversity Initiatives

  • Support the Firm’s diversity initiatives with designated activities, programs and meetings, including implementing the firm’s strategic goals with regards to diversity.
  • Collaborate with Diversity Committee chair on innovative initiatives for the office, including development and execution of annual programs. Participate in Diversity Committee meetings.
  • Provide guidance and leadership to affinity groups, including development and execution of annual programs.
  • Work with local Women’s Leadership Initiative chairs to develop and execute innovative programs. 

Management & Administrative Responsibilities

  • Manage D.C. assigned Legal Recruiting & Development team members where assigned.
  • Prepare annual departmental goals and budget.
  • Review and approve attorney training, engagement and mentor program expenses.
  • Attend bi-weekly administrative managers’ meetings.
  • Attend regular FW Attorney Training & Development team calls and provide necessary metrics, reports, and FW project outcomes as needed.
  • Gather key stats monthly and report metrics to supervisor on a monthly basis.
  • Manage Firm sponsorships for local Women’s Bar Association and diverse bar associations.
  • Assist with report generation, surveys, and statistical data.

Qualifications & Requirements

Education, Work Experience, Skills

The ideal candidate will have a Bachelor’s degree and a minimum of seven (8) years of management experience in a law firm or professional service industry, preferably with strategic recruitment and professional development experience.  Candidates must have strong interpersonal skills, supervisory, and communication skills, project management and change management experience, and the ability to thrive in a fast-paced environment.  The ability to work effectively with all levels of management, and across all Kirkland departments and offices, is required.  Familiarity with survey and statistical reporting is required. 


  • Computer proficient with knowledge and understanding of various database systems including CE Manager, viDesktop, Learning Management System (LMS), Microsoft Outlook, Word, PowerPoint, and Excel.  Including the ability to learn CE Manager, ViDesktop, and LMS systems as required.

How to Apply

Thank you for your interest in Kirkland & Ellis LLP.  To complete an application and submit your resume, please click "Apply Now."

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.