Team Support Manager

Orrick currently has an excellent opportunity for a Team Support Manager. This position could be based in our New York or Boston office.

Orrick is seeking an experienced people leader and operational executor within Team Support—our centralized,
Financial Times-award-winning legal support organization. This role is a people-first, execution-oriented management position responsible for leading, developing, and navigating complex performance, engagement, and change issues in a demanding professional services environment.

This is a hands-on leadership role for someone who thrives in the day-to-day realities of managing a mix of experienced and early-career professionals, resolving difficult people issues, driving accountability, and executing operational change  will lead teams through ongoing evolution of our legal support model while ensuring stability, service quality, and trust with our lawyers.

The ideal candidate brings deep experience managing people through ambiguity, resistance, and change
, paired with the operational rigor required to run a function—prioritizing work, managing capacity, using data, and delivering results. Successful candidates will have a strong track record in people-management roles within complex, high-expectation environments
.

You will have direct management responsibility for one or more teams within Team Support and will serve as a coach and escalation point for the team members you manage. This role is a critical part of Orrick’s strategy to modernize legal support while maintaining exceptional service and strong talent outcomes, and it requires excellent judgment, emotional intelligence, and the ability to move fluidly between people leadership and operational problem-solving
.

• Directly manage and develop professional support staff, with a strong emphasis on performance management, engagement, and accountability.
• Address and resolve complex people issues, including role recalibration, resistance to change, and inconsistent engagement.
• Build a culture of accountability, professionalism, trust, and psychological safety while setting and enforcing clear expectations.
• Serve as a steady, credible leader during periods of organizational change, role evolution, and talent transformation.
• Conduct regular one-on-ones, team meetings, and coaching conversations; deliver direct, timely and candid feedback.
• Partner closely with HR on recruiting, onboarding, performance