HM3 LEGAL
CAREERS.

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.

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.

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. 

HM3 Legal’s EDI statement

We offer a supportive yet autonomous working environment where you’ll be encouraged to innovate and develop. HM3 Legal is committed to promoting a culture of equality, diversity and inclusion (EDI) in the workplace. You will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation.