Head of Lateral Partner Integration

About the role

Practice Group / Department: Partner Recruitment Job Description Norton Rose Fulbright is a global law firm with more than 3,000 lawyers advising clients across locations in the United States, Europe, Canada, Latin America, Asia, Australia, Africa and the Middle East. We provide the world's preeminent corporations and financial institutions with a full business law service. With over 50 offices and 7,000 employees worldwide, our culture is the thread that connects us, as well as our values of unity, quality and integrity. Our strategy and culture are connected - defined by shared ambition, global collaboration and a one-team mindset. We believe pioneering work happens when people are empowered to think beyond boundaries, explore new opportunities and grow through diverse experiences. Alongside the right skills and experience, we look for people who are innovative, commercially minded, and motivated by the impact of the work they do - ready to share in our ambition and help shape what comes next. Because while individuals can do well, together we achieve something extraordinary. The Head of Lateral Partner Integration (EMEA) is the focal point of accountability for ensuring that all lateral Partner hires across EMEA are integrated effectively and deliver against their agreed commercial business cases. Operating as a senior leader within the Partner Recruitment function, this role owns the post‑hire value realisation agenda for lateral Partners, translating recruitment decisions into measurable growth outcomes. The role sets the firm's EMEA‑wide standards for lateral integration, embeds disciplined governance, drives cross‑functional execution, and intervenes decisively where business cases are at risk. Working closely with the Director of Partner Recruitment, Core Management, and senior practice and business services leaders, the role ensures that lateral hires are not only well‑onboarded, but are mobilised rapidly and supported in a way that maximises return on investment and reduces execution risk. Key Accountabilities 1. Lateral Integration Strategy & Ownership Create, own, and lead the EMEA lateral Partner integration strategy, ensuring it aligns closely with the firm's growth priorities and recruitment strategy. Define the end‑to‑end lateral lifecycle post‑offer, from acceptance through to business case maturity and stabilisation. Establish clear expectations, accountabilities, and success criteria for all stakeholders involved in lateral integration, including Sponsor Partners and practice leadership. Act as the authoritative voice on lateral integration matters, advising the Director of Partner Recruitment and senior leadership on readiness, risks, and outcomes. Build and enhance the strategic profile of the lateral integration function, through a focussed cadence of executive level presentations and communications that shape senior leadership understanding and direction on key integration priorities. 2. Business Case Governance & Commercial Rigour Develop and own the governance framework for lateral Partner business cases, ensuring consistency, transparency, and disciplined decision‑making. Drive collaboration across Partner Recruitment, Business Development, Finance, and practice leadership to: Test and challenge commercial assumptions (e.g. client portability, revenue ramp‑up, leverage, cross‑sell potential). Ensure business cases include clear mobilisation and execution plans, not just financial projections. Ensure that business cases are treated as living documents, actively monitored and owned post‑hire. 3. End‑to‑End Onboarding & Integration Leadership Oversee the creation and execution of bespoke induction and integration plans for each lateral Partner aligned to strategic objectives. Ensure integration plans cover all critical dimensions required for success, including: Client and revenue mobilisation Go‑to‑market and BD enablement Internal connectivity and work-flow generation Platform readiness (conflicts, pricing, staffing, systems, knowledge) Cultural and operational assimilation Lead coordination across a broad stakeholder group, including: Practice Group Leads and Sponsor Partners Business Development and Marketing Partnership Office Finance, Reward, Risk, IT, and other enabling teams Ensure that existing firm processes and protocols are applied consistently across practices and geographies. 4. Integration Partner Accountability & Risk Management Design and own the Integration Partner model for lateral hires, including: Clear role expectations and success measures Structured touchpoints and escalation triggers Hold Integration Partners accountable for fulfilling their role in integration and business case delivery, escalating issues early where engagement or outcomes fall short. Act as the central point for identifying and resolving integration risks, removing blockers and driving timely interventions. 5. Metrics, Review Cadence & Executive Reporting Define and implement