About

Working At Grand Park Law Group

Attorney Development and Retention

  • Developing successful, thriving and engaged attorneys is a key component of our retention efforts — and one that permeates our focus on DEI. The array of professional and career development resources for associates and counsel that most directly align with our DEI goals includes, but is not limited to, the following:
  • a formal mentoring program for junior associates;
  • organized processes for staffing and distributing work assignments to associates;
  • the Women’s Leadership Forum for high-performing women counsel and senior associates;
  • the Career Sponsorship Program, which provides a framework to help more of our Partners (sponsors) and associates and counsel (protégés) forge and sustain connections through client work and other developmental interactions;
  • affinity networks that implement a robust mix of professional development and cultural and social programs; and
  • inclusion training seminars for all attorneys and staff that build on awareness and competencies.

Recruiting a Diverse Group

Law student hiring is a pillar of our DEI strategy. With vigor and focus, we consistently raise the bar on our approach to on-campus outreach and recruitment through several key programs described below.

Opportunities at Grand Park Law Group

During the 2L hiring season each year, we conduct on-campus interviews or résumé collections at approximately 40 U.S. law schools or diversity job fairs. Our attorneys forge connections with students prior to interviewing and hiring season and maintain visibility on campus. Our interactions range from formal, such as panel discussions, job fairs, and résumé writing and career workshops in our offices, to informal, including G | P-hosted dinners and lunches.

Work/Life Resources

Grand Park Law Group recognizes the value of providing assistance to our attorneys as they strive to balance work and personal responsibilities. Two programs, FRM (Flexible Return Months) and Sidebar, are examples of the support we offer to our attorneys.

FRM

FRM (pronounced “firm”) provides greater flexibility to new parents who are returning from parental leave after the birth or adoption of a child. The program allows participants to design their own return schedule — either reduced hours or a combination of office and home days — during a defined period of time, up to one year. Nearly 60 percent of eligible parents have opted to utilize the FRM program since its inception.

Sidebar

Through Sidebar, attorneys in good standing may leave the firm for up to three years with the expectation that they will return at the end of that period, consistent with the needs of their respective departments. Firm programs such as CLE seminars and networking events provide Sidebar participants with opportunities to remain connected to their Grand Park Law Group colleagues.

Additional benefits include:

  • parental leave;
  • backup childcare and eldercare;
  • domestic partner health benefits;
  • reduced hours program;
  • lactation rooms;
  • a mental health and well-being platform with intelligent matching technology and concierge support, which connects members quickly to a diverse and exclusive network of evidence-based providers, culturally responsive care programs, work/life services and digital wellness tools; and
  • family-building supports, including social preservation (e.g., egg freezing) and an adoption and surrogacy assistance program.

EEO Statement

Grand Park Law Group is an Equal Opportunity Employer. It adheres to an equal employment opportunity policy that prohibits discriminatory practices or harassment against applicants or employees based on any legally impermissible factor including, but not necessarily limited to, race, color, religion, creed, sex, national origin, ancestry, age, alienage or citizenship status, marital or familial status, domestic partnership status, caregiver status, sexual orientation, gender, gender identity or expression, change of sex or transgender status, genetic information, medical condition, pregnancy, childbirth or related medical conditions, sexual and reproductive health decisions, disability (where the applicant or employee is qualified to perform the essential functions of the job with or without reasonable accommodation), any protected military or veteran status, or status as a victim of domestic or dating violence, sexual assault or offense, or stalking.

If you are having technical issues applying for a position, please contact your local internet service provider. Applicants who are interested in applying for a position and require special assistance or a reasonable accommodation due to a disability or a religious belief or practice should contact Jennifer Lee at (212) 735-2073 or jennifer.y.lee@grandparklaw.com.

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