Practice Coordinator

Position Overview The St. Louis office is seeking a Practice Coordinator to support lawyers within our Business practice. This is an exciting opportunity to continue developing transactional skillsets while working closely with a highly-regarded group of lawyers in a collaborative, fast‑paced environment. The Practice Coordinator plays a vital role in supporting the day‑to‑day administrative operations of the practice, helping keep matters running smoothly and enabling our lawyers to deliver exceptional client service. This position will require presence in the St. Louis office at least four days per week pursuant to the firm’s hybrid work policy. Overtime and flexibility in schedule is required from time to time. Responsibilities Prepare, edit and proofread a variety of practice area legal documents, e.g. correspondence, agreements, spreadsheets and presentations Organize, maintain, and track documents on a client extranet site or other databases Actively track deadlines and status of matters, and provide regular updates to attorneys Maintain calendars to include coordination and scheduling of meetings, conference calls, send calendar invites and reminders, reserve conference rooms on‑site in firm reservation system and for off‑site venues Review and edit pre‑bills for submission to billing department and research/identify outstanding invoices and payments Interact and follow‑up with clients, outside counsel and others, as requested Manage physical and electronic files (iManage) Assist with attorney time entry and client billing, as needed Process business expense reimbursements and vendor payments Coordinate domestic and international travel arrangements with firm’s travel provider Open and close client files, including conducting conflict checks, completing new matter forms, and preparing engagement letters Maintain and update contact lists, create labels and coordinate mailings as directed by timekeepers Assists in the preparation of client proposal materials and PowerPoint presentations Assist the firm and peers with overflow work and provide backup support, as requested May train, assist, and provide orientation for new and less experienced members of staff Other Duties Please note this job description does not cover or contain all activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Qualifications Associate’s or Bachelor’s degree preferred; high school diploma is required Minimum of 5 years’ experience performing legal administrative duties in a law firm or professional service organization; law firm experience preferred Ability to anticipate needs, confirm next steps, and proactively identify and resolve issues Skilled in the Microsoft Office suite, with a strong ability to learn and adapt to new software quickly Demonstrated ability to work independently or collaboratively, while effectively prioritizing workload and ad‑hoc demands Strong interpersonal and relationship‑building abilities, with excellent verbal and written communication skill Reliable, resourceful, organized, and detail‑oriented Benefits Norton Rose Fulbright US LLP is committed to providing employees with a comprehensive and competitive benefits package that supports you, your health, and your family. Benefit packages include access to three medical insurance plans, dental insurance, vision insurance, life insurance, and disability insurance. Employees can also access pre‑tax benefits such as health savings and flexible spending accounts. Norton Rose Fulbright helps provide financial security by allowing employees to participate in a 401(k) savings plan and profit‑sharing plans if eligible. Full‑time employees are eligible to access fertility benefits designed to support fertility and family‑forming journeys. Employees may also access commuter benefits where applicable and student loan assistance refinancing options. In addition to the Firm’s health and welfare benefits above, we offer a competitive paid time off plan, which provides a minimum of 20 days off based on your role and tenure with the firm. The firm offers a generous paid maternity leave and paid paternity leave (parental leave) benefit allowing parents to take a minimum of 14 weeks of paid leave to bond with your newborn or adopted child(ren). Employees may also access child care support through a back‑up care program. Employees are also entitled to 11 Firm holidays. Equal Employment Opportunity & E‑Verify Norton Rose Fulbright US LLP is an Equal Opportunity Employer and complies with all applicable federal laws and their implementing regulations that require the collection and recording of certain data and information. The information we receive will not be used to make any decision regarding employment and will be kept separate from your application. Similarly, self‑identification information is kept confidential and used only in accordance with applicable federal laws and regulations. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status. Norton Rose Fulbright is committed to providing reasonable accommodation as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or accommodation to complete your application, please contact View email address on click.appcast.io. Please provide your contact information and a description of your accessibility issue. We will make a determination on your request for reasonable accommodation on a case‑by‑case basis. E‑Verify is a registered trademark of the U.S. Department of Homeland Security. This business uses E‑Verify in its hiring practices to achieve a lawful workforce. Equal Employment Opportunity. Norton Rose Fulbright US LLP will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the firm, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60‑1.35(c). #J-18808-Ljbffr