Practice Manager - Hire or get hired
Your complete guide to the Practice Manager Role: Duties, salary & hiring tips
Purpose of the Practice Manager
The Practice Manager oversees the day-to-day operations of a professional services firm, managing staff, resources, and compliance to ensure the smooth delivery of client services.
Practice Manager's duties and responsibilities
• Operations:
Manage office processes, facilities, and vendor relationships.
• Staff Management:
Supervise admin teams, manage rostering, and staff performance.
• Compliance:
Ensure the practice complies with regulatory and licensing requirements.
• Finance Support:
Assist with budget tracking, invoicing, and reporting.
• Client Service:
Support partners and professionals in delivering client-focused services.
Manage office processes, facilities, and vendor relationships.
• Staff Management:
Supervise admin teams, manage rostering, and staff performance.
• Compliance:
Ensure the practice complies with regulatory and licensing requirements.
• Finance Support:
Assist with budget tracking, invoicing, and reporting.
• Client Service:
Support partners and professionals in delivering client-focused services.
Requirements and qualifications for a Practice Manager
• 5+ years’ experience in office or practice management
• Strong people and operations management skills
• Knowledge of compliance standards in professional services
• Proficiency in practice management software and MS Office
• Excellent communication and problem-solving abilities
• Strong people and operations management skills
• Knowledge of compliance standards in professional services
• Proficiency in practice management software and MS Office
• Excellent communication and problem-solving abilities
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The legal sector continues to face hiring challenges, particularly for Senior Associates, with 39% of firms struggling to fill these roles, followed by Lawyers (25%) and Associates (21%). Legal support staff, including Legal Assistants and Secretaries, also remain in high demand. Recruitment agencies remain the most effective hiring channel, with 67% of firms using their services, while job boards (40%) and referrals (40%) serve as supporting channels.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
