[Carlton Fields is seeking a Director of Legal Talent Management for its Tampa office.

　　[The Director of Legal Talent Management has primary responsibility for providing strategic and tactical planning, development, evaluation and coordination of the Attorney Recruiting and Professional Development functions within the firm. The Director of Legal Talent Management will report to the Chief Operating Officer.

　　[The Director of Legal Talent Management will:]{arial",sans-serif"=""}]{arial",sans-serif"=""}]{arial",sans-serif"=""}

　　Design, implement, and oversee the attorney recruitment and development and training programs for all of the attorneys of the Firm.[Legal Recruiting]{arial",sans-serif"=""}

　　Work closely with the Chief Executive Officer, Chief Operating Officer, Practice Group Leaders and Recruiting Committee to create a firmwide recruiting plan that coincides with the firms new strategic plan initiatives.Direct the Attorney Recruiting team by providing strategic guidance and overall leadership.Direct the firms recruiting and hiring efforts for associates and lateral partners for all offices of the firm in accordance with firm needs.Collaborate closely with firm leadership to continually identify and assess experience gaps and/or capacity needs which may be addressed through external attorney hires.Design and implement creative approaches to evaluate, enhance, and source high-quality lateral partner candidates and associates through both lateral and on-campus recruiting efforts.Work with existing firm resources to evaluate and enhance an onboarding and lateral integration program.Direct and develop strategy for all aspects of campus recruiting, including the campus interview and call-back process, evaluation and offer process, marketing initiatives and materials, data-tracking/candidate tracking systems, and events related to campus outreach efforts. Set agendas for and run meeting with Firm hiring partners.Maintain awareness of law firm trends, client industry issues, office and geographical challenges and opportunities, and other relevant information which can help inform firm leaderships evaluation of existing and future attorney hiring needs.Foster and facilitate a recruiting culture amongst firm partners that enables them to identify and connect with strong candidates from among attorneys they interact with on cases, legal matters, and conferences.Establish and direct a recruitment process that ensures an exceptional candidate experience.Determine and direct recruitment methods, such as ad placements, use of recruiters, and strategic involvement in outside groups or activities.Constructively build and manage strong, positive relationships with third-party recruiters and law school placement departments.[Professional Development]{arial",sans-serif"=""}

　　Collaborate with leadership on objectives, priorities, strategies, and how to develop the core competencies attorneys require to succeed at various levels - both on the job and through training and development programs.

　　Conduct training and development needs analysis in consultation with attorneys at all levels and devise approach and specific programs responsive to those needs.

　　Direct Professional Development team in creating, designing, and implementing firmwide training programs; including various academies, orientations, and workshops, and practice- and skills-based training courses.

　　Design, and oversee Professional Development team in implementing, various formal and informal feedback and review programs and execute compensation processes.

　　Create, evaluate, revise, and direct the Professional Development team in implementing attorney mentor and advising programs.

　　Drive the annual attorney review and compensation process.

　　[Collaborate with Practice Group Leaders and]{arial",sans-serif"=""}