This month, the full-service law firm Slater Heelis has passed the significant milestone of 200 employees for the first time in its almost-250-year history, with the appointment of three new members of staff, who join Slater Heelis’ 200th employee Natalie Dolman bringing the firm’s headcount to a total of 203.
Over the past two years, the Manchester-headquartered firm has been on a strong growth trajectory. In 2021, Slater Heelis appointed 50 new members of staff across all of its departments and in the first half of 2022 alone, it made 31 new hires. The firm now aims to reach a 215-strong headcount by mid-September.
Slater Heelis’ Managing Partner Chris Bishop comments:
“We’re thrilled to be breaking the mark of 200 employees. We’ve placed a great deal of attention on growth over the past two years and this month’s achievement shows that we’ve managed to ride the wave of economic rebound as the country emerged from the pandemic.
“Our work doesn’t end here, however. We’re restless to welcome yet more employees and maintain high levels of satisfaction amongst our existing staff by offering them opportunities to develop within the organisation and feel adequately recognised for their work.”
The firm’s expansion comes as Slater Heelis announces the launch of Slater Heelis Academy, an initiative designed to help employees progress to the next level in their careers – whether that be from Associate Solicitor to Partner or Receptionist to Paralegal.
The Academy will feature blended learning, with a dedicated digital platform hosting online courses and peer groups allowing employees at similar levels to engage and learn from each other.
The initiative, which was spearheaded by Slater Heelis’ Head of HR Phil Rimmer, is due to pilot at the start of August and go live for staff of all departments at the beginning of September.
Slater Heelis’ Head of HR Phil Rimmer remarks:
“We know that growth starts by looking after our existing staff and giving them the means to fulfil their potential. Once the Slater Heelis Academy launches, our employees will have access to over 100 Learning & Development courses as well as numerous peer groups, podcasts, workshops, and coaching opportunities.
“Beyond training initiatives, it’s also crucial to emphasise employee wellbeing and inclusivity. For instance, as part of our D&I plan, we recently introduced a steering group formed by employees committed to shape our inclusivity policies, and in the view of rolling out a Wellbeing Strategy next month, we set up a wellness and wellbeing group aimed at suggesting healthy and responsible approaches to work.
“Taking care of our staff also means paying a wage that matches the real cost of living. We continue to be a Real Living Wage employer, ensuring that we not only offer salaries in-line with market rate that are above the National Minimum Wage, but also regularly revise our benefits offerings in a way that addresses societal changes.”
