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Contains 25 Component(s), Includes Credits Includes Multiple Live Events. The next is on 09/11/2025 at 12:00 PM (CDT)
The second of this two-course series will provide additional Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. This course will cover more strategic HR initiatives, helping you directly and by extension your employee group, to deliver on strategic goals. We will pay special attention to Federal employment laws as they guide the functional areas addressed in the course. The objective of this course is to support the work you do in your role and build your knowledge of and confidence in making effective employment-related HR decisions.
The second of this two-course series will provide additional Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. This course will cover more strategic HR initiatives, helping you directly and by extension your employee group, to deliver on strategic goals. We will pay special attention to Federal employment laws as they guide the functional areas addressed in the course. The objective of this course is to support the work you do in your role and build your knowledge of and confidence in making effective employment-related HR decisions.
The topics include:
- Week One: Leadership — Being a great leader and building leaders throughout your organization (Key areas: Building your network, change management, leadership and motivation theories, strategic planning, and succession planning)
- Week Two: Compensation and Benefits — Identify and implement a successful philosophy to your total rewards (Key areas: Philosophy of compensation, benefits package for recruitment and retention)
- Week Three: Risk and Rewards — What to plan for, build towards, and mitigate within your organization (Key areas: Risk management and technology considerations)
- Week Four: Diversity, Equity, Inclusion, Belonging and Justice — Be transformative in building your culture, with particular emphasis to DEI (Key areas: Understanding terms, execution of initiatives, and why it matters)
- Week Five: Federal Employment Laws 2 — Key laws that drive the employment experience (Key areas: Review of select Federal laws)
- Week Six: Where to Go from Here — Plotting your future from an HR perspective (Key areas: Certification opportunities and course review)
The live Zoom lessons will be held on Thursdays from 12-1 p.m. Central Time. These lessons will also be recorded for on-demand access.
Audience Level
Intermediate
Completing both HR 1 and HR 2 courses gives you access to the Legal Management HR Specialist Certificate Program.
CLM Credits
Meet minimum course requirements and earn these credits toward your CLM application or recertification.
- Application: 5 hours of credit in Organizational Development
- Functional Specialist Credit: 5 hours of credit in Human Resources Management
- Recertification: 5 hours of credit in HR Management and 1 hour of credit in Substance Abuse
Continuing Education Credits
Society for Human Resource Management (SHRM) The Association of Legal Administrators is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program has been submitted for 6 PDCs.
Knowledge Domains: HR Expertise; Critical Evaluation; Relationship Management
HR Certification Institute (HRCI) The HR 2 Course has been pre-approved for 6 hours of recertification credits toward PHR and SPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
Functional Areas: Total Rewards; Talent Planning and Acquisition; Talent Development and Management
Course Requirements
Each course has a start and end date. To receive the course completion certificate and CLM, SHRM and HRCI credits, all weekly assignments must be completed and quizzes passed with a score of 70% or higher by the last day of the course.
John Newton, SHRM-SCP, SPHR
John Newton and Associates
John Newton, SHRM-SCP, SPHR, is a Human Resources and Learning and Development professional. He is a coach, consultant, trainer, teacher and public speaker who specializes in helping people and organizations reach their ultimate potential. His company, John Newton and Associates (JNA), provides people-development services in higher education, government, non-profit and for-profit organizations within a diverse variety of industries. Newton’s philosophy is “Kindness is the bottom line.” Be kind to your employees and they will remain engaged and motivated — employees who know they matter will be more productive, positively impacting your company’s bottom line. Be kind to your customers and they will come back for more — customer loyalty builds business and your bottom line. He has been an instructor for DePaul University and Northern Illinois University for nearly 20 years.
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Contains 26 Component(s), Includes Credits Includes Multiple Live Events. The next is on 07/10/2025 at 12:00 PM (CDT)
The first of this two-course series will provide key Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. You’ll get tips and guidance towards building and maintaining an engaged workforce, helping to contribute to your organization’s strategic goals. Special attention will be paid to the federal employment laws from an HR -- rather than lawyer -- perspective. The objective of this course is to support the work you do in your role and provide consultation on effective employment-related decision-making.
The first of this two-course series will provide key Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. You’ll get tips and guidance towards building and maintaining an engaged workforce, helping to contribute to your organization’s strategic goals. Special attention will be paid to the federal employment laws from an HR -- rather than lawyer -- perspective. The objective of this course is to support the work you do in your role and provide consultation on effective employment-related decision-making.
The following is an outline of the topics:
- Week 1: Human Resources Overview — A big-picture look at what people serving some or all of the HR function should know (Key areas: What is HR?, Employee Lifecycle, and knowledge, skills, and abilities that will help you thrive in your role)
- Week 2: Talent Acquisition and Planning — Finding and securing rock star talent that fits your organization (Key areas: Job analysis, recruiting in today’s environment, interviewing, and onboarding)
- Week 3: Engaging and Retaining Your Workforce — Making your organization a great place to work and maintaining it (Key areas: Employee satisfaction, employee engagement, and retention tips)
- Week 4: Performance Management — From coaching to termination (Key areas: Performance management, disciplinary process, employee relations, and labor relations)
- Week 5: What Do Employees Need from You — Designing your role and approach to serve employee needs (Key areas: Core competencies, employee development)
- Week 6: Employment Laws (Federal) Part One — Key laws that drive the employment experience (Key areas: Review of select Federal laws, course review)
The live Zoom lessons will be held on Thursdays from 12-1 p.m. Central Time. These lessons will also be recorded for on-demand access.
Audience Level
Intermediate
Completing both HR 1 and HR 2 courses gives you access to the Legal Management HR Specialist Certificate Program.
CLM Credits
Meet minimum course requirements and earn the following credit towards your CLM application or recertification.
- Application: 6 hours of credit in Organizational Development
- Functional Specialist Credit: 6 hours of credit in Human Resources Management
- Recertification: 6 hours of credit in Human Resources Management
Continuing Education Credits
Society for Human Resource Management (SHRM)
The Association of Legal Administrators is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program has been submitted for 6 PDCs.Knowledge Domains: HR Expertise; Critical Evaluation
HR Certification Institute (HRCI)
The HR 1 Course has been submitted for 6 hours of recertification credits toward PHR and SPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.Functional Areas: Employee Relations and Risk Management; Talent Planning and Acquisition; Business Management
Course Requirements
Each course has a start and end date. To receive the course completion certificate and CLM, SHRM and HRCI credits, all weekly assignments must be completed and quizzes passed with a score of 70% or higher by the last day of the course.
John Newton, SHRM-SCP, SPHR
John Newton and Associates
John Newton, SHRM-SCP, SPHR, is a Human Resources and Learning and Development professional. He is a coach, consultant, trainer, teacher and public speaker who specializes in helping people and organizations reach their ultimate potential. His company, John Newton and Associates (JNA), provides people-development services in higher education, government, non-profit and for-profit organizations within a diverse variety of industries. Newton’s philosophy is “Kindness is the bottom line.” Be kind to your employees and they will remain engaged and motivated — employees who know they matter will be more productive, positively impacting your company’s bottom line. Be kind to your customers and they will come back for more — customer loyalty builds business and your bottom line. He has been an instructor for DePaul University and Northern Illinois University for nearly 20 years.
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Contains 3 Product(s)
Enroll in HR 1 & 2: facilitated, online classes to deepen your understanding of law firm human resources. Pass the final exam to earn a Legal Management Specialist Certificate.
This package provides access to HR 1 & HR 2. Completing the HR 1 and HR 2 courses and passing the certificate exam will help you deepen your knowledge about law firm human resource management, ensure your achievement of the learning objectives, and give you a credential that sets you apart. Learn more about the Legal Management Specialist Certificate that you can earn here.
$999 for members and $1,249 for nonmembers
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Contains 2 Component(s), Includes Credits Includes a Live Web Event on 05/28/2025 at 2:00 PM (CDT)
Lawyer branding is a complex issue, with debates over whether the firm brand or the individual brand should take precedence, and whether both can successfully coexist. This webinar explores the competing factors influencing branding decisions, including business development, personal growth, loyalty, and compensation, offering two contrasting arguments on how to leverage each brand effectively.
Lawyer branding is a hot topic. Should the firm brand be king? Should the individual brand be king? Can the two brands co-exist?
Marketing and branding for lawyers is a hot topic these days, especially if one considers the impact on business development, personal lawyer development, conflict with billable hours, loyalty and compensation. It all depends on the perspective of the individual lawyer and/or the partners or management group within the firm. There are always competing arguments, and no clear answer to what is right or what is wrong.
Should the firm brand be king? Should the individual brand be king? Can the two brands actually co-exist and give both parties the best of both worlds? What are the other influencing factors in this decision?
In this webinar we will present two conflicting arguments about how the brand can be leveraged, and what competing factors are at play that make the ultimate decision for you, the individual lawyer, so tough.
Who should attend:
- Lawyers starting out
- Experienced lawyers, who have realized that a personal brand may be advantageous to their personal practice and growth
- Associates in private practice
- Sole proprietors or partners of small and midsize firms that are struggling to create a balance for hiring and retaining good legal talent
Objectives:
- How will lawyers be affected by branding, both as they start out in their careers, and as their experience grows.
- What factors should they consider when deciding on their need for business development
- Should lawyers own their own brand or is their brand subservient to their firm’s brand?
- Should law firms be intransigent in thinking that their brand should always be king?
CLM® Application Credit: 1 hour(s) of Legal Industry/ Business Management (LI)
(Session may not qualify for Application Credit)
CLM® Application Credit for Functional Specialists: 1 hour(s) in the subject area of Legal Industry/ Business Management (LI) towards the additional hours required of some Functional Specialists to fulfill the CLM application.
CLM® Recertification Credit: 1 hour(s) in the subject area of Legal Industry/ Business Management (LI)
(Attendees and members may select only one credit option. Please select the most appropriate credit for your participation.)
Neville Pokroy (Moderator)
Mastermind Solutions
Neville spent 16 years helping a midsize law firm in Ontario, redefine themselves, create a new marketing strategy for growth and become a Top 10 Regional Law firm in Ontario. He also coached their lawyers to become business developers so that they can add value to themselves as lawyers, and to the firm as contributors to their successful growth. It is this experience that is most relevant to our session.
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Contains 2 Component(s), Includes Credits Includes a Live Web Event on 05/14/2025 at 2:00 PM (CDT)
From the prism of the GC, the webinar presents a view of the GC’s world, and discusses the key role of legal administrators at outside law firms.
From the prism of the GC, the webinar presents a view of the GC’s world, and discusses the key role of legal administrators at outside law firms
Objectives:
- A deep insight into the GCs’ world and their mindset.
- A look at their requirements of outside counsel, ‘must haves’ and ‘pet hates.’
- The role of legal administrators in educating attorneys and enabling optimal responses.
- The building blocks of durable client relationships.
CLM® Application Credit: 1 hour(s) of Financial Management (FM)
CLM® Recertification Credit: 1 hour(s) in the subject area of Financial Management (FM)(Attendees and members may select only one credit option. Please select the most appropriate credit for your participation.)
CLM®Application Credit: 1 hour(s) of Operations Management (OM)
CLM® Recertification Credit: 1 hour(s) in the subject area of Operations Management (OM)
Alex Geisler (Moderator)
Creator Lean Law Limited
Lean Law was adopted by Law.Com
After practicing law for 40, Alex retired to focus on his ‘Lean Law’ consultancy, which aims to help law firms, reconnect the profession and improve the attorney-client experience. Alex is a well-known as a commentator, innovator and myth buster. He writes for Law.Com on all issues around the lawyer-client relationship and is a judge at the Legal Innovation Awards. Books include the industry-acclaimed book ‘A Letter From Your Client’ ‘Don’t Get Sued’ and ‘Lean Law - The 8 Essentials for Matter Profitability & Repeat Business.’
Lean Law was adopted by Law.Com and surfaced an online LPM learning program called Lean Adviser. The content was peer reviewed and approved by client and LPM groups including Corporate Counsel, Global Leaders in Law and CLOC.
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Contains 2 Component(s), Includes Credits Includes a Live Web Event on 04/09/2025 at 2:00 PM (CDT)
In this webinar, you will learn six simple, organic strategies to cultivate leadership within your organization – no training department or consultants required. By integrating these easy, actionable practices into your daily operations you’ll create an environment where leaders can grow and thrive naturally, over time.
Leadership development doesn’t need to be complicated or costly. In this webinar, you will learn six simple, organic strategies to cultivate leadership within your organization – no training department or consultants required. The key to success is consistency. By integrating these easy, actionable practices into your daily operations you’ll create an environment where leaders can grow and thrive naturally, over time.
Objectives:
- Recognize the benefits of integrating leadership growth into everyday activities and interactions.
- Learn six practical and low-effort methods to foster leadership skills naturally.
- Create a “leadership culture” that encourages ongoing development – no one and done classes.
CLM® Application Credit: 1 hour(s) of Organizational Management (OM)
CLM® Application Credit for Functional Specialists: 1 hour(s) in the subject area of Human Resources Management (HR) towards the additional hours required of some Functional Specialists to fulfill the CLM application.
CLM® Recertification Credit: 1 hour(s) in the subject area of Human Resources Management (HR)
(Attendees and members may select only one credit option. Please select the most appropriate credit for your participation.)
Nanette Miner (Moderator)
Nanette Miner, EdD, is a leadership development strategist with over 30 years of experience in a variety of industries spanning financial services, insurance, hospitality, manufacturing, construction, broadcasting and more. Miner helps small- to medium-sized businesses secure their future by assisting in the development of a succession pipeline filled with ready and capable future leaders. She is the Chief Executive Officer (CEO) and Managing Consultant of The Training Doctor, LLC, a frequent contributor to workplace journals and podcasts, the author of eight business books, and a frequent speaker at industry events.
SCORE Certified Mentor
Vistage Speaker-
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Contains 25 Component(s), Includes Credits Includes Multiple Live Events. The next is on 04/03/2025 at 12:00 PM (CDT)
The second of this two-course series will provide additional Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. This course will cover more strategic HR initiatives, helping you directly and by extension your employee group, to deliver on strategic goals. We will pay special attention to Federal employment laws as they guide the functional areas addressed in the course. The objective of this course is to support the work you do in your role and build your knowledge of and confidence in making effective employment-related HR decisions.
The second of this two-course series will provide additional Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. This course will cover more strategic HR initiatives, helping you directly and by extension your employee group, to deliver on strategic goals. We will pay special attention to Federal employment laws as they guide the functional areas addressed in the course. The objective of this course is to support the work you do in your role and build your knowledge of and confidence in making effective employment-related HR decisions.
The topics include:
- Week One: Leadership — Being a great leader and building leaders throughout your organization (Key areas: Building your network, change management, leadership and motivation theories, strategic planning, and succession planning)
- Week Two: Compensation and Benefits — Identify and implement a successful philosophy to your total rewards (Key areas: Philosophy of compensation, benefits package for recruitment and retention)
- Week Three: Risk and Rewards — What to plan for, build towards, and mitigate within your organization (Key areas: Risk management and technology considerations)
- Week Four: Diversity, Equity, Inclusion, Belonging and Justice — Be transformative in building your culture, with particular emphasis to DEI (Key areas: Understanding terms, execution of initiatives, and why it matters)
- Week Five: Federal Employment Laws 2 — Key laws that drive the employment experience (Key areas: Review of select Federal laws)
- Week Six: Where to Go from Here — Plotting your future from an HR perspective (Key areas: Certification opportunities and course review)
The live Zoom lessons will be held on Thursdays from 12-1 p.m. Central Time. These lessons will also be recorded for on-demand access.
Audience Level
Intermediate
Completing both HR 1 and HR 2 courses gives you access to the Legal Management HR Specialist Certificate Program.
CLM Credits
Meet minimum course requirements and earn these credits toward your CLM application or recertification.
- Application: 5 hours of credit in Organizational Development
- Functional Specialist Credit: 5 hours of credit in Human Resources Management
- Recertification: 5 hours of credit in HR Management and 1 hour of credit in Substance Abuse
Continuing Education Credits
Society for Human Resource Management (SHRM) The Association of Legal Administrators is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program has been submitted for 6 PDCs.
Knowledge Domains: HR Expertise; Critical Evaluation; Relationship Management
HR Certification Institute (HRCI) The HR 2 Course has been pre-approved for 6 hours of recertification credits toward PHR and SPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
Functional Areas: Total Rewards; Talent Planning and Acquisition; Talent Development and Management
Course Requirements
Each course has a start and end date. To receive the course completion certificate and CLM, SHRM and HRCI credits, all weekly assignments must be completed and quizzes passed with a score of 70% or higher by the last day of the course.
John Newton, SHRM-SCP, SPHR
John Newton and Associates
John Newton, SHRM-SCP, SPHR, is a Human Resources and Learning and Development professional. He is a coach, consultant, trainer, teacher and public speaker who specializes in helping people and organizations reach their ultimate potential. His company, John Newton and Associates (JNA), provides people-development services in higher education, government, non-profit and for-profit organizations within a diverse variety of industries. Newton’s philosophy is “Kindness is the bottom line.” Be kind to your employees and they will remain engaged and motivated — employees who know they matter will be more productive, positively impacting your company’s bottom line. Be kind to your customers and they will come back for more — customer loyalty builds business and your bottom line. He has been an instructor for DePaul University and Northern Illinois University for nearly 20 years.
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Contains 2 Component(s), Includes Credits Includes a Live Web Event on 03/26/2025 at 2:00 PM (CDT)
Gary Allen, founder of LeanLaw, will share key insights on achieving best-in-class financial performance in law firms. Attendees will learn the three pillars of financial excellence—People, Product, and Process—and strategies to improve financial metrics, compensation alignment, and technology use.
In this engaging and practical session, Gary Allen, Founder of LeanLaw and a retired partner in a midsize law firm, will share the key insights from his popular webinar series on best-in-class financial performance. Participants will learn the critical difference between average and best-in-class law firms and discover the three pillars of financial excellence: people, product and process. From mastering financial metrics to aligning compensation systems and leveraging technology, this session will provide law firm administrators and managing partners with actionable strategies to elevate their firm’s financial health.
Objectives:
- Discover the core financial metrics that define success for midsize law firms.
- Review best practices for compensation systems that retain top talent.
- Identify how to build an efficient, customized tech stack for seamless financial and operational management.
- Discuss how to design and construct efficient workflows that reduce overhead and increase cash flow.
- Describe practical strategies for how to effect these changes.
CLM® Application Credit: - Application Management Category: 1 hour(s) of Financial Management.
CLM® Recertification Credit: 1 hour(s) in the subject area of Financial Management (FM)
or
CLM®Application Credit: 1 hour(s) of Operations Management
CLM® Recertification Credit: 1 hour(s) in the subject area of Operations Management (OM).
Gary G. Allen, Esq. (Moderator)
Founder and Board Chair
LeanLaw
Gary G. Allen, Esq., is a Founder and Board Chair at LeanLaw, a legal timekeeping, invoicing and reporting software company, as well as a retired partner at Givens Pursley LLP where he practiced law for 30+ years. He was only two years out of Stanford Law School when the firm he was working for imploded. It happened again four years later, and he was left without a job with a 6-month-old baby to feed. Those experiences created a passion in Allen to help law firms be better businesses, with efficient operations, streamlined financial management and a laser focus on profitability.
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Contains 2 Component(s), Includes Credits Includes a Live Web Event on 03/12/2025 at 2:00 PM (CDT)
This session delves into the evolving demands of law firm leadership. As firms navigate complex challenges, the need for leaders who are not only high performers but also skilled in guiding teams has never been greater. This session explores what true success in leadership looks like today and the essential skills future leaders must develop to thrive. Attendees will gain actionable insights into building a leadership pipeline that ensures firm stability, team cohesion and a clear vision for tomorrow.
This session delves into the evolving demands of law firm leadership. As firms navigate complex challenges, the need for leaders who are not only high performers but also skilled in guiding teams has never been greater. This session explores what true success in leadership looks like today and the essential skills future leaders must develop to thrive. Attendees will gain actionable insights into building a leadership pipeline that ensures firm stability, team cohesion and a clear vision for tomorrow.
Objectives:
- Identify key leadership qualities and skills essential for the future success of law firm leaders.
- Analyze current leadership practices within law firms to determine areas for growth and improvement in developing tomorrow's leaders.
- Design a framework for cultivating leadership talent that aligns with the evolving needs of law firms, focusing on both professional and personal development.
CLM® Application Credit: - Application Management Category: 1 hour(s) of Communication Skills
CLM® Recertification Credit: 1 hour(s) in the subject area of Communications & Organizational Management (CM)
Debbie Foster
Debbie Foster has worked with law firms and legal departments for over 25 years, transforming the complex and ever-changing landscape into a navigable road map with ease. Foster blends savvy strategic management, charismatic leadership and deep knowledge of how technology can transform an organization to lead law firms and legal departments and build organizations for whatever the future holds.
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- Identify key leadership qualities and skills essential for the future success of law firm leaders.
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Contains 2 Component(s), Includes Credits Includes a Live Web Event on 02/26/2025 at 2:00 PM (CST)
This webinar is scheduled for Wednesday, 02/26/2025 at 2:00 PM (CST). This webinar will help administrators break the cycle of random marketing acts by building a strategic framework for profile raising and revenue generation. The session will include best practices for a law firm’s digital presence, an easily executed model for fully leveraging the good work the firm is already doing and tips for optimizing conference sponsorships and investments throughout 2025.
A new year brings attorneys’ renewed focus on marketing and business development efforts for themselves and their firms. How can law firm administrators channel this enthusiasm into actionable strategies and drive real change in 2025? This webinar will help administrators break the cycle of random marketing acts by building a strategic framework for profile raising and revenue generation. The session will include best practices for a law firm’s digital presence, an easily executed model for fully leveraging the good work the firm is already doing and tips for optimizing conference sponsorships and investments throughout 2025.
Objectives:- Learn best practices for attorney LinkedIn profiles and firm pages.
- Implement a five-step process to fully leverage firm accomplishments and thought leadership.
- Explore strategies for negotiating and maximizing the value of conference sponsorships.
- Utilize actionable checklists to help attorneys achieve the highest ROI from conference participation.
CLM®Application Credit: 1 hour(s) of Organizational Development
CLM® Application Credit for Functional Specialists: 1 hour(s) in the subject area of Legal Industry/ Business Management (LI) towards the additional hours required of some Functional Specialists to fulfill the CLM application.
CLM® Recertification Credit: 1 hour(s) in the subject area of Legal Industry/ Business Management (LI)
Jocelyn Brumbaugh
Founder
Builden Partners
Jocelyn Brumbaugh is the Founder of Builden Partners, a consulting firm providing marketing strategy for law firms. The firm’s process-driven solutions stem from her days as an in-house marketer at AmLaw 100 firms including Foley & Lardner and Baker McKenzie
Lilly McAveeney
Marketing & Business Development Manager
Builden Partners
Lilly McAveeney is a Marketing and Business Development Manager at Builden Partners, where she crafts long-term marketing plans and leads the implementation of customized strategies for Builden’s mid-sized and AmLaw clients. Before joining Builden, she was an in-house marketer at Reed Smith and Latham & Watkins.
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