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Legal Operations Manager in Minneapolis, MN

Legal Operations Manager Job Description

In a law firm, the legal operations manager plays a multifaceted role that includes financial planning and overseeing the legal ops team. Sometimes reporting to a director of legal operations, the legal ops manager helps streamline billing processes and offers insights into lawyer efficiency based on data analytics. They also manage relationships with third-party vendors, negotiating contracts to ensure cost-effectiveness. Skilled in utilizing technology, they identify and implement software solutions to improve various aspects of the firm’s operations. A bachelor’s degree and prior experience in legal operations or project management are typically required. Strong analytical, organizational and communication skills are vital for success.

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Salary for Legal Operations Manager in Minneapolis, MN
90683 - 127598
Low
90683
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
111548
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
127598
The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.
Projected salaries for related positions Job title Low Mid High Paralegal Manager 93358 105395 116363 Senior Paralegal 86403 98708 111013 Paralegal 58850 73028 93358 Entry-Level Paralegal 49220 54570 61793 Legal Operations Specialist 79983 91485 106465 Senior Legal Assistant 78110 85600 93625 Legal Assistant 55640 65805 76238 Litigation and eDiscovery Specialist 70353 81320 98708

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Our starting salary projections come from a rigorous, multistep process so that our numbers accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our salary data in three levels: low, mid and high.