Our People are our Biggest Asset (well worth the capitals!) And we want to make sure they know this so let’s explain more about our culture, opportunities, and how &why we do what we do.
Developing and supporting our people are key to us so at the heart of everything we do and what our colleagues can expect from us, are our HM3 RISE values. These values are what drive us forward and influence the way in which we get things done.
We truly act on our values and celebrate how they are brought to life through our annual RISE awards where colleagues nominate their peers who demonstrate and champion the behaviours and actions that make HM3 a great place to work.
Our supportive culture offers many opportunities to develop at HM3 and we promote continuous learning. Click below to explore the ways our thriving culture is brought to life…
Annual reflections and review process allows colleagues to have open conversations about career progression, and SMART personal goals.
We don’t leave it 12 months between discussions. We believe in supporting ongoing growth through mid-year reviews and regular 1:1s.
Progression pathways are transparent. They are designed so everyone knows what they are working toward, and how to get there.
Bite-sized training ensures continual development, means colleagues can step away from their desks to focus on self-improvement. ‘Power Hour’ sessions develop personal skills while ‘How to Wow’ focusses on personal development.
Mentoring scheme recognises the talent with in HM3, and taps into this. It gives colleagues the chance to share knowledge, support and learn from each other. Mentoring is open to 100% of employees, and provides a the opportunity for collaboration between teams at all levels.
This scheme is about developing skills – legal or otherwise – as well as ‘soft’ skills, best practice, and sharing ideas. Mentors and mentees both find the partnerships are reciprocally beneficial.
We recognise we all have something to contribute, regardless of role or experience.
Annual reflections and review processes allow colleagues to have open conversations about career progression, and set written SMART personal goals. Rather than have annual appraisals leaving it 12 months between discussions, we believe in supporting ongoing growth, mid-year reviews and regular 1:1s.
SMART Goals for 100% of employees aimed at supporting them in expanding core professional and personal skills.
Progression pathways are transparent and designed so everyone knows what they are working toward, and how to get there. Regular individual check-ins and team support provides employees with a platform for feedback.
Bite-sized training ensures continual development, meaning colleagues can step away from their desks to focus on self-improvement. Regular ‘Power Hour’ sessions develop personal skills while ‘How to Wow’ focusses on personal development.
Mentoring scheme recognises and taps in to talent within HM3. It gives colleagues the chance to share knowledge, support and learn from each other. Mentoring is open to 100% of employees, and provides opportunities for collaboration between teams and individuals at all levels.
This scheme is about developing rounded skills – both legal and life – best practice, and sharing ideas. Both mentors and mentees find the partnerships are reciprocally beneficial.
We recognise we all have something to contribute, regardless of role or experience. Our culture provides the environment to grow.
Our SHINE Values encourage everyone to bring their whole self to work. Our inclusive culture promotes being the best version of yourself, and social events encourage getting to know colleagues from all offices which also builds confidence.
Mental Health First Aiders in the offices offer confidential support to colleagues. They are not trained therapists but are trained by MHFA England to listen, reassure, respond and help access support.
Wellness Walks encourage our team to take a lunchtime break, enjoy the fresh air (and rain at times!) and socialise.
The Employee Engagement Committee (EEC) acts as the voice for all employees. The group is made up of representatives from across HM3, from all roles, at all levels meaning every voice can contribute and be heard.
The EEC invites ideas, delivers initiatives, organises events and supports wellbeing initiatives ensuring HM3 remains a happy and healthy place to work.
As positive communication is about talking and also making time to listen, we create the environment that makes this happen. We’re all ears!
Weekly check-ins are encouraged via our employee engagement platform. This allows for reflection and discussion directly with your manager – which is particularly powerful when hybrid working.
Regular feedback measures sentiment and opinion across HM3 – including suggesting new ideas. Every team member has a voice at HM3 and our ‘open door’ policy means any employee can raise concerns, be heard and feel valued.
HUB Days are held monthly to allow colleagues to spend time together. Spotlight Sessions offer teams their time to shine during 15 minutes of fame. Workshops and training are part of the continual development programme for all employees. Oh, and there’s usually food and beverages, and if celebrating an employee milestone, cake!
Business Briefings are regularly held on HUB Days, announcing news and updates directly, simultaneously, and in person. And nope, they are never boring!
The Employee Engagement Committee (EEC) has a direct line to the senior team allowing all employees to feedback honest opinion, sentiment, and ideas. In fact, the EEC was developed from a ‘One Big Idea’ initiative driven by employees who wanted equal representation for all employees and departments!
Vibe is our intranet. It is where colleagues enjoy sharing good news, welcoming new starters, positive feedback and more. Vibe is the place to go and see what’s what!
Open plan spaces mean no barriers, literally or figuratively! Our senior team is accessible and visible – no hiding away behind closed doors. ‘Open door’ collaboration encourages getting to know each other and our clients benefit from free-flowing ideas between teams and employees at all levels. No silos here.
RISE Awards are celebrated annually providing another way to recognise colleagues who are demonstrating our Values. The awards provide the opportunity for colleagues to submit nominations for their peers and the award ceremony shares comments, celebrates nominees and the winners (who receive a prize). Our MD even recognises each contribution in a hand-written note!
Recognition for WOW service and work milestones are also celebrated, including ‘workiversaries’ and for long service. Can you tell we love to celebrate?
Referral recognition is business to business and between employees. We’re proud to say many clients have been with us for years, and readily recommend us to others in person and online via 5-Star reviews. Referrals really matter as recognised under our Referral Scheme which rewards employees.
Equality, Diversity and Inclusion (EDI) is a large part of working at HM3. We want employees to succeed, and provide the kind of working environment allowing everyone to do so. Individual progression pathways support development, while bringing their whole self to work helps to build confidence.
Progressive mindset matters in any commercial and forward-thinking legal business such as ours. We have high expectations, and recognise that home life and family commitments are important.
Women leaders make up the majority of our employees. Two-thirds of our partners are women, and our business is led by a woman MD. We’re proud to buck the trend still regularly seen in traditional law firms.
Early dart Fridays supports other work-life initiatives allowing for flexibility when it matters. We recognise life does not always follow a 9 to 5, so nor do we.
Hybrid/ flexi-working makes up over 90% of employees roles, positively impacting their work-life balance.
We are proud to have achieved B Corp certification in 2024, joining the global movement of over 10,000 business committed to acting as a force for good. This means considering the impact of each action taken on people and the planet.
Our Employee Engagement Committee (EEC) is instrumental in supporting our community activities, and more.
Activities include fundraising and promoting national campaigns that raise awareness of important issues, such as Mental Health Awareness Week, social and environmental matters, and International Women’s Day. We are involved in diverse local activities supporting charities and campaigns. Examples include the Countess Charity, Cheshire Wildlife Trust, West Cheshire Foodbank, Clatterbridge Charity, and the Hospice of the Good Shepherd or events nominated by colleagues. Community sponsorship includes Anselmians Rugby Club and Cheshire Phoenix Basketball, promoting teams for women and people with disabilities.
Hear what colleagues have to say about working at HM3 Legal …
Rachael Piggott, Partner, Commercial. “I’ve been with HM3 for several years. Joining felt like a ‘big’ move having previously trained and worked solely in-house. What do I love about my job? The people I work with and the culture. Also, HM3 enhances my career but not at the expense of time with my family. I am proud to work alongside technically excellent lawyers and enjoy varied and quality work.”
Theo Thomas, Legal Assistant "I joined HM3 Legal in Conveyancing years ago - I had admin experience but had never worked in a legal environment or obtained law qualifications. Training opportunities enabled me to guide clients through buying and selling residential property. Now I am studying a CILEX legal qualification. There is a great culture here with career progression. Emphasising service standards allows us to reflect the same care towards clients."
Sophie Bebbington, Associate, Resolution & Recovery. "Before I joined HM3 Legal, I knew they were different. Regular contact before I started demonstrated the supportive environment. This has continued. It is clear everyone wants me to succeed and grow my career. Luckily I joined for the RISE Awards so I experienced how team members regularly demonstrate core initiatives. The enthusiasm and passion for how HM3 Legal “do law differently” is clear.”
Full time or part time (4 days) | Liverpool | Hybrid
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If you cannot see the role you’re looking for it may already have been filled. The HM3 Legal team is expanding. We’re looking for people to join us at all levels, with various skills and experiences to offer – or please ask about other roles in the pipeline.
Looking after your data is important to us. In line with GDPR here is our Candidate Privacy Notice.
Here’s a selection of what’s on offer. Part of our commitment to making lives better is supporting you to reach your career objectives — whatever they may be. Appreciation, reward and respecting your work-life balance comes as standard.
Our supportive culture offers many opportunities to develop at HM3 and promotes continues learning. Explore these 5 ways our dynamic culture is brought to life …
Want to know what to expect when you come for an interview at HM3 Legal?
Each office is close to public transport reducing commuting (and emissions) where possible. Chester is about 5 minutes’ walk from the bus station and about 10 minutes’ walk from the railway station. Parking is beneath the building in Delamere Street parking and there are bike racks on site.
We encourage employees and visitors to choose eco-friendly transport. Interested to know the difference? Click GHG here to calculate commuting emissions.
If you’ve got a legal enquiry, call us on 01244 318 131 or click here to complete a short form, and a bl**dy brilliant lawyer will be in touch.
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