We are BLG: Canada’s Law Firm. Our culture is one of vigilance and curiosity, Firm-wide collaboration, unfailing mutual respect and dedication. We pride ourselves on having standout talent and delivering an exceptional client experience.

We are a future-minded Firm delivering high-value advice and known for our unwavering commitment to innovation, diversity and inclusion, community involvement and talent development. Learn more about us at www.blg.com.

Purpose of Role

Reporting to the Chief Legal Talent Officer, the National Director, Talent Advisory Legal (NDTA) (Disputes) guides the execution and implementation of BLG’s Legal Talent strategy across all Disputes groups, serving as a trusted advisor to the Practice Group Leaders.

This role provides leadership and oversight of BLG’s Talent Advisory services for Disputes Legal professionals including career management, capacity planning, performance management, compensation, recruitment, and talent management, working in collaboration with the National Director, Talent Advisory Legal (Business) and acting as a leader, resource and mentor to the regional Talent Directors in regard to the Disputes Legal professionals.

Together with the National Director, Talent Advisory Legal (Business), the incumbent is responsible for the implementation of the Firm’s national Talent processes and programs, analyzing trends, and advancing innovative policies that reinforce BLG’s market-leading reputation for excellence in legal talent.

Working in close collaboration with colleagues across Talent and with Practice Group Leaders, the National Director ensures that development, retention, engagement, well-being, equity, diversity and inclusion, and succession planning remain central to the Firm’s strategic objectives.

Success in this position is measured by delivering proactive, practical guidance that maximizes lawyer impact, strengthens culture, and enhances BLG’s reputation as an employer of choice.

Key Responsibilities

Everyone at BLG is required to carry out the duties of their role while upholding the important principles of our Respectful Workplace Policy, and treating everyone with respect, regardless of position.

Strategic Legal Talent Advisory

• Provide strategic guidance to Disputes Group Heads on all Talent related matters within the practice group including in relation to performance, retention, engagement, and well-being;

• Provide strategic leadership on Talent components of practice group strategic plans, including size and shape, pipeline planning, hiring priorities, attrition analysis, and succession planning;

• Partner with Group Heads and National Director, Practice Management on the Partner lifecycle, including recruitment, coaching, succession planning, and supporting performance, admissions to Partnership, and departures;

• Under the direction of the Chief Legal Talent Officer, contribute to the design and implementation of new Talent policies and programs, to ensure best-in-class practices, and lead Talent-related projects;

• Conduct trend analysis and prepare national reporting to Executive Leadership;

• Provide national and practice group perspectives on Talent processes and programs, including the Associate compensation process;

• Provide guidance and serve as a resource to Director(s), Talent Advisory Legal on Talent processes and complex associate-related matters;

• Work closely with National Director Professional Recruitment & Student Programs to plan and anticipate the evolving needs of the Firm to ensure alignment of legal talent recruitment to meet strategic objectives;

• Support the Firm’s Equity, Diversity and Inclusion objectives, ensuring their integration within practice group strategies and initiatives;

• Work with the National Director of Talent Development to address lawyer training and development needs across practice groups.

Team Leadership

• In alignment with the Chief Legal Talent Officer and working together with the National Director, Talent Advisory Legal (Business), co-lead a high-performing, Talent Advisory Legal team, including Directors reporting into the NDTA’s, fostering a culture of collaboration, accountability, and continuous improvement.

• Ensure team members’ alignment with the Firm’s strategic goals and practice group needs.

• Provide coaching, mentorship, and professional development opportunities to build leadership capacity within the team.

• Monitor team workload and resource allocation to optimize efficiency and effectiveness.

Key Competencies

This role provides privileged access to the inner workings of BLG and to highly sensitive information. The successful candidate will be discrete, strategic, proactive, a direct communicator, highly organized and committed to the vision and values of BLG. In addition, the following standards will generally define the successful incumbent:

• JD or LLB required.

• 8-10 years of progressive experience in legal talent management, professional development, or recruitment, with leadership responsibility, and increasing workload.

• Previous experience practicing law in a full-service national law firm strongly preferred.

• Considerable knowledge of the Canadian legal industry is essential; knowledge of and familiarity with employment law, talent systems (e.g., Workday), and EDI expertise are strong assets.

• Demonstrated success designing and implementing strategies for recruitment, retention, compensation, succession planning.

• Strong leadership presence with credibility to influence Partners and senior leadership.

• Exceptional communication and relationship management skills; able to inspire confidence and foster collaboration across diverse stakeholders among all levels of the Firm.

• Strong analytical, problem-solving, and data-driven decision-making abilities, coupled with demonstrated project and change management experience.

• Undisputed professional ethics and integrity, with a commitment to excellence.

• Intellectually agile, curious, and confident in advancing thoughtful, well-rationalized solutions.

• A collaborative self-starter committed to the development of others.

• Approachable, culturally sensitive, and adept at challenging the status quo constructively.

• French/English Bilingualism would be considered an asset.