Secretarial Coordinator - Hire or get hired
Your complete guide to the Secretarial Coordinator Role: Duties, salary & hiring tips
Purpose of the Secretarial Coordinator
The Secretarial Coordinator oversees the day-to-day operations and performance of legal secretaries, ensuring high service standards and effective resource allocation.
Secretarial Coordinator's duties and responsibilities
• Team Oversight:
Coordinate workloads and support across legal assistant teams.
• Training & Onboarding:
Mentor new staff and provide training support.
• Quality Assurance:
Ensure documentation and admin processes meet firm standards.
• Resource Planning:
Allocate resources to balance workloads and priorities.
• Liaison:
Serve as the point of contact between assistants and leadership.
Coordinate workloads and support across legal assistant teams.
• Training & Onboarding:
Mentor new staff and provide training support.
• Quality Assurance:
Ensure documentation and admin processes meet firm standards.
• Resource Planning:
Allocate resources to balance workloads and priorities.
• Liaison:
Serve as the point of contact between assistants and leadership.
Requirements and qualifications for a Secretarial Coordinator
• 5+ years' experience in legal secretarial roles
• Previous leadership or coordination experience preferred
• Strong knowledge of legal documentation and workflows
• Excellent interpersonal and organisational skills
• Proficiency in legal systems and Microsoft Office
• Previous leadership or coordination experience preferred
• Strong knowledge of legal documentation and workflows
• Excellent interpersonal and organisational skills
• Proficiency in legal systems and Microsoft Office
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Legal Market Update
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.
