Our HR team at Totum was delighted to host the first of our Head of HR breakfast seminars on 2 July at Canto Corvino in London. It was chaired by Nikki Leatherland, Head of HR, at Peters & Peters.
While business services job titles in the legal profession vary depending on the size and ethos of the firm, we noticed a distinct lack of networking opportunities specifically targeting legal ‘Heads of HR’. This is something that our HR & Operations Team (Laura McNair and Roisin Ashmore) are keen to address, starting with this, our first ‘Head of HR’ networking event.
The focus of these events is to provide a different perspective on topical issues, to encourage debate and knowledge sharing, as well as provide the opportunity to meet and share experiences with others at a similar level. We hope to bridge the gap between those established in senior leadership positions and those who, perhaps, are leading the function for the first time.
For the first meeting, the agenda item was salaries, employee engagement and wellbeing. But the subject we covered in real detail was salaries and agile working!
Points of discussion
- There was agreement that some of the lawyer starting salaries of £100k+ are beyond the reach of small to mid-size law firms. These firms have to offer other benefits to compete with the salaries of these largest firms.
- Salary reviews typically take place on 1 January or 1 September once salary benchmarking information has come in (see below).
- The merits of performance related pay was discussed, which not all the firms have adopted. Some continue to use post-qualified experience (PQE) and both approaches were seen to have advantages.
- Most of the attendee firms publish their salary ranges bar one. Most publish bands up to eight years PQE. For some there is a squeeze in the middle, where in some instances Partners are not paid much more than experienced Senior Associates and it is a concern for retention.
Alternatives to partnership
It was also clear from the discussion that partnership is no longer the only career route for lawyers. Roles such as Technical Director or Counsel / Senior Counsel are increasingly popular and seen as a genuine alternative career path. All firms offered alternatives to partnership – for example a career associate model with slightly less targeted hours. The general expectations of a Senior Counsel or a Legal Director is to:- Manage a team.
- Be a technical expert.
- Have the same or slightly less chargeable hours than a Partner but fewer BD responsibilities.
- Deliver billings of four times their salary.
- Have bespoke objectives.