For professional services firms navigating complex people challenges, one thing is clear: a robust talent strategy is not a nice to have, it’s a business imperative.
The Waddington Brown team work closely with many law firms, accountancy practices and corporate consultancies on the very specific needs that their HR functions have to prioritise in order to support employees, partners and the ambitions of the companies.
1. Attracting and Retaining Top Fee Earners
High-performing professionals are in demand and they know it. In a fiercely competitive market, firms must go beyond salary to offer a compelling employee value proposition. Time invested in understanding the market motivators turns into decisions on work locations, clarity on career pathways, and a culture that values wellbeing just as much as billables.
2. Sustaining Engagement in High-Pressure Environments
The expectations around billable hours and client delivery can take their toll. Engagement suffers when people feel like cogs in the machine. Regular feedback that is genuine two-way dialogue, wellbeing support employees genuinely value, and recognition of broader contributions to the organisation, such as mentoring and business development are vital.
3. Developing Effective Leaders, Not Just Experts
In many firms, leadership roles are filled based on technical performance rather than people capability. This creates inconsistency in how teams are managed and supported. Investing in leadership development for partners and senior fee earners is essential for building healthy, high-performing cultures. And HR can play a pivotal role in mapping career pathways for people leaders and subject matter experts, recognising that these capabilities are distinct and both valuable.
4. Rethinking Performance Beyond Billable Hours
Relying solely on chargeable hours as a performance metric can drive the wrong behaviours. A modern performance framework should reflect collaboration, client satisfaction, business development, and values-driven leadership.
5. Building Succession Pipelines for Future Partners
Succession planning is often ad hoc or overly reliant on a small talent pool. Firms need transparent criteria for partnership, robust development plans, and strong mentoring or sponsorship mechanisms to secure their future leadership.
6. Closing the Capability Gap
Clients demand more than technical know-how. Fee earners need strong commercial awareness, digital fluency, and the ability to navigate complex client relationships. Ongoing skills development is critical to staying ahead.
7. Embedding Inclusion and Equity in Progression
Despite good intentions, progression can still be uneven, particularly to partnership levels. Firms must commit to promotion and reward processes are fair, data-driven, and inclusive.
8. Fostering a Culture of Collaboration
Internal competitiveness can undermine collaboration and innovation. Firms that reward shared success, break down silos, and promote psychological safety are better positioned to unlock team potential and deliver for clients.
9. Using HR Data to Drive Strategic Decisions
Many firms still struggle with fragmented HR systems and data blind spots. Modern, integrated people analytics can offer deep insights into attrition risk, skill gaps, engagement and opportunity costs, turning HR into a true strategic partner.
10. Developing Non-Partner Track Professionals
A firm is only as strong as its entire talent ecosystem. Business services professionals and non-partner-track fee earners need structured career pathways, meaningful recognition, and development opportunities to stay engaged and add value.
Final Thoughts:
Professional services firms operate in a unique talent landscape, where human capital truly is the business. Addressing these pain points is not just about improving HR processes; it’s about future-proofing your firm. Waddington Brown partners with firms to build high-impact HR and people strategies, from recruiting top HR talent to advising on leadership, engagement, and succession. If your firm is facing any of the challenges above, let’s talk.
Need help building your HR leadership team?
Get in touch with us at enquiries@waddingtonbrown.co.uk or 01473 359159.