Attorney Development Manager

Location: 100 % remote

Contract: Full-time, Independent Contractor  
Posting Jurisdictions: To support US Eastern Time working hours    

Our Firm:

Sterlington PLLC is a full-service law firm focusing on complex corporate, litigation, executive compensation, and private wealth matters. As a firm, we focus on the economics as well as the legal aspects of our matters.
Among other strengths, Sterlington is the ultimate law firm for founders, senior executives, and UHNWIs as well as their related businesses.

Learn more at:

The Opportunity

As the firm scales, our associates need people management, feedback that helps them grow, and a real sense of belonging.

You'll own attorney development from the ground up. You'll build the feedback cadence, development programs, and sense of community that turns associates into long-term, fully utilized members of the firm.

Success at six months looks like associates who feel part of something bigger, are receiving real and consistent feedback, and are growing, reflected in stronger utilization. From there, the ambition grows: measurably better associate engagement and the launch of programs to enhance our attorneys’ experience at Sterlington.

You'll join the People Team and work closely with firm leadership.

What You'll Do:

• Build a feedback cadence. Built around our firm-wide culture of feedback, support team members in receiving the feedback they need to propel their growth – not just an annual review.

• Manage stakeholder relationships. Work closely with partners and firm leadership, tailoring your approach to each; this isn't a one-size-fits-all function.

• Create a sense of community. Develop the programs and touchpoints that make associates feel like they belong to the firm, not just assigned to it.

• Own learning & development. Design and manage L&D programs end-to-end, course design grounded in adult learning theory, that build associates' skills and support their career progression.

• Coach and mentor. Work directly with associates as a people manager: coach individuals, resolve performance concerns, and help them navigate their development.

• Use data to drive decisions. Analyze utilization and performance data to identify where associates are under- or mis-utilized and turn that into action.

• Bring a point of view on talent. Contribute to talent acquisition efforts, including future programs that grow our attorney team, and apply a working knowledge of US employment law where it touches development and performance.

• Speak with authority. Represent attorney development as a real function within the firm: confidently, directly, and with the credibility to influence how the firm thinks about its people.

What We're Looking For:

• A legal or attorney-development background. Ideally, you've done this work inside a law firm or legal tech environment — you understand what makes attorneys tick, and what "development" actually means in that context.

• This role calls for judgment rather than years served. You'll need to step into ambiguous situations, identify what's missing, prioritize it, and work the room to make it happen.

• Strong L&D program design skills. You know how to build training grounded in adult learning theory to achieve your objectives, not just schedule sessions.

• Real coaching and mentoring experience. Ideally, you've been a people manager before — this role is about developing people directly, not just administering a program.

• Working knowledge of US employment law. Not a legal expert, but comfortable enough to know when something needs a closer look.

• A data-driven streak. Comfortable pulling together utilization and performance data to spot problems and make the case for action.

• Excellent English communication. Written and verbal — you'll be coaching attorneys and influencing leadership, so this needs to be a strength, not a gap.

• Americas time zone, ideally ET. You'll need real overlap with the team and the attorneys you're supporting.

• The right temperament. People who thrive here don't wait to be told what to do — they're resilient, direct, transparent, and genuinely want to be part of a team. Comfort with ambiguity is table stakes, and being AI-forward and tech-savvy is essential.

At Sterlington, we believe that world-class talent has no boundaries. We are committed to fostering a diverse and inclusive environment where unique perspectives are valued and every individual has the opportunity to thrive. We encourage all qualified candidates to apply.

Originally posted on Himalayas