At Fried Frank, we’re a community of 800 lawyers and 500 business services professionals across New York, Washington, DC, London, Frankfurt, and Brussels. We advise leading corporations, investment funds, and financial institutions on high-stakes M&A, securities, regulatory matters, real estate, and litigation. Our culture is grounded in our core values — excellence, integrity and collaboration — and is designed to foster continuous learning, meaningful mentorship, and lasting professional growth. We are firmly committed to pro bono service and social justice, building on a proud legacy in civil rights. Our inclusive talent strategy is a core part of our broader talent management efforts and we remain steadfast in fostering a workplace where everyone has the opportunity to grow, thrive, and become their best professional and personal selves. Our business services professionals are integral to the firm’s success, driving innovation, operational excellence and exceptional client service across all areas of the firm. We offer competitive compensation and a comprehensive benefits package, including comprehensive medical coverage, retirement plans and health and wellness initiatives designed to support your personal and professional wellbeing. We welcome passionate, driven individuals to join us, and be part of a team where you’ll be supported, inspired and empowered to build an exceptional career.

Position Summary:

The Inclusive Talent Management Specialist/Senior Specialist (“Specialist”) reports into the Director of Inclusive Talent Management (“Director”) and works closely with the Manager of Inclusive Talent Management (“Manager”) to advance the firm’s inclusive recruitment, retention and talent development efforts with a focus the Washington, DC office (“the DC office”).

Working in collaboration with firm leadership, practice groups, and business services teams, the Specialist is responsible for owning elements of the design, implementation and coordination of people initiatives that strengthen the firm’s ability to attract, develop, and retain top talent while advancing the firm’s broader inclusive talent management strategy and fostering an inclusive culture where individuals of all backgrounds can thrive and contribute to their fullest potential. This role requires advanced problem-solving, independent decision-making, and strong analytical, organizational, communication, and collaboration skills. It also requires a high degree of ownership over projects and processes with minimal supervision, as well as the ability to exercise independent judgment on important matters, including risk assessment, sensitive issues, and determining when to escalate matters.

Duties & Responsibilities:

Operational Support

• Drive implementation of firmwide inclusive talent management strategy and own departmental goals and priorities within assigned area(s) of focus, exercising independent judgment to determine the most effective approach
• Partner with Inclusive Talent Management (“ITM”) and Human Capital Management (“HCM”) team members to advance inclusive recruitment, retention and talent development efforts firmwide
• Own the operational aspects of ITM programs, including scheduling, communications and coordination with Events team, external presenters, vendors and venues
• Provide responsive support for complex ad hoc employee and cross-functional requests, independently managing competing priorities and ensuring timely follow-through
• Serve as a key resource and advisor for Employee Resource Groups (“ERGs”)
• Collaborate with Attorney Recruiting, Attorney Resources, ERGs, HR, Practice Group Managers, Professional Development, and firm leadership to develop and implement inclusive retention initiatives and programs that foster professional connection, address employee experience needs and promote employee engagement
• Partner with Professional Development and HR to drive equitable access to opportunities, resources, and developmental experiences designed to support employee growth and retention, including mentorship, sponsorship, leadership development, and career advancement initiatives
• Provide guidance on sponsorship and conference attendance decisions in accordance with departmental priorities and established guidelines, exercising independent judgment and consulting with Manager and Director as needed
• Build and maintain strategic relationships with external professional organizations and industry experts to advance ITM
• Represent the firm at various internal and external functions as appropriate
• Perform other related duties and responsibilities as assigned, exercising independent judgment as appropriate

DC Office Management and Support

• Serve as the primary point of contact and subject matter expert for inclusive talent management initiatives within the Washington, DC office
• Partner with local office leadership, HCM team, Practice Group Managers, and business services stakeholders to lead implementation of firmwide initiatives within the DC office and address office-specific needs and priorities with minimal oversight
• Serve as the primary resource and advisor for DC office personnel on ITM programs and initiatives, exercising independent judgment to resolve complex issues and escalating matters of significant risk or sensitivity to the Director, Manager and HCM or DC leadership team

Data and Reporting

• Own the tracking and analysis of inclusion metrics for recruitment, retention, promotion and attrition, including participation data, retention statistics and feedback from ERGs, translating findings into departmental analysis and recommendations
• Develop and track key performance indicators to assess the effectiveness of inclusive retention initiatives and independently prepare reports, presentations, and recommendations for leadership
• Lead preparation of responses to client requests, surveys, rankings submissions, and benchmarking efforts related to talent and inclusion initiatives

Compliance and Best Practices

• Monitor and independently assess market trends, law school engagement opportunities, legal requirements and industry best practices related to employee retention, workplace culture and talent management initiatives, and advise the ITM team on relevant developments and their implications
• Facilitate responsible management of firm and department resources, including budgeting projections, expense tracking and monitoring of departmental spending

Qualifications:

Education: 4-year college degree required.

Experience: 5+ years of relevant experience in Human Resources, Organizational Development, Business, or a related field, with demonstrated track record of independently leading programmatic initiatives. Experience in professional development, recruiting, talent management or diversity within a mid-size to large law firm or client service office strongly desired.

Skills & Abilities:

Strong analytical and problem-solving skills, including the ability to independently resolve complex, non-standard and technical problems and to develop and recommend solutions within assigned areas of responsibility. Must exercise a high degree of project and process ownership with minimal supervision, demonstrate strong accountability, and exercise independent judgment on matters of importance. Ability to communicate effectively and with authority with partners, attorneys, and business services professionals at all levels, as well as with contacts outside the Firm, both verbally and in writing. Advanced project management, administrative, organizational, interpersonal and presentation skills required. Demonstrated experience leading or co-facilitating diversity, talent development or related programs preferred. Ability to independently prioritize and manage multiple complex assignments simultaneously. Flexibility to work beyond standard work hours and travel as needed. Ability to communicate effectively in meetings, assess complex situations, apply advanced and independent judgment in resolving non-standard issues, and determine when escalation of matters of significant risk or sensitivity is appropriate. Ability to take initiative and independently drive assigned projects and responsibilities from inception to completion with minimal oversight. Ability to treat sensitive information confidentially and maintain complete confidentiality as required. Ability to interact professionally and appropriately with employees regarding sensitive matters. Must be detail-oriented and possess a high degree of accuracy, responsiveness, forward-thinking and proactivity. Ability to guide and coordinate the work of junior team members and other colleagues in support of departmental projects and priorities. Ability to exercise a high degree of discretion and independent judgment within assigned areas of responsibility. Must keep senior team members and leadership appropriately informed of workload, project status, timelines, and potential challenges through consistent and proactive communication.