Johnson Hana International https://www.johnsonhana.com Alternative Legal Services Tue, 27 Oct 2020 08:13:08 +0000 en-US hourly 1 https://wordpress.org/?v=5.5.1 Five Key Tips to Managing A Data Subject Access Request https://www.johnsonhana.com/five-key-tips-to-managing-a-data-subject-access-request/?utm_source=rss&utm_medium=rss&utm_campaign=five-key-tips-to-managing-a-data-subject-access-request Tue, 27 Oct 2020 08:05:35 +0000 https://www.johnsonhana.com/?p=2219 The post Five Key Tips to Managing A Data Subject Access Request appeared first on Johnson Hana International.

]]>

Five Key Tips to Managing A Data Subject Access Request

A data subject access request (DSAR) from a customer, ex-employee or another party has the potential to distract your valuable business resources from their core duties, divert management attention and where obligations are not met, expose your company to reputational damage and financial penalties. 

DSARs can be received from anybody who you store data on within your organisation and at any time. This obligates the organisation to provide all relevant information that you have on the person in question within one month of receipt. 

Johnson Hana has extensive experience in supporting clients in responding to DSARs with a combination of experienced legal professionals, industry leading technology and project management expertise. The following are some of our top tips for organisations preparing for or responding to an access request: 

1. Fail to prepare, prepare to fail 

Identifying and implementing best practice in advance of receiving a DSAR is key to the success of your response. Observing good “data hygiene” by using a retention policy and routinely deleting data that is no longer required can minimise the volume of data that must be sifted through on receipt of a request. Maintaining a data inventory showing what information is stored and on which systems will allow you to target your searches depending on who the data subject is.  

On the human side, identify your key resources in advance of receiving a request. Who will be responsible for leading the response? Is there a dedicated point of contact within the IT department to help with the technical side of things? And who will review documents before sending? A simple process covering the key steps needed will stop you from scrambling when a request arrives.  

2. Keep your eye on the clock 

The legislation requires that you respond to the request without undue delay and at the latest within one month of receipt. This time starts when anyone in your organisation receives the requestregardless of roleHowever, will that person recognise the request for what it is? We often speak to clients who have lost the first five days as a request languished in a customer service queue or passed from desk to desk looking for the right owner. Some basic awareness training can ensure that the request is identified and treated with the right level of urgency.  

Separately, assess the size of the request as soon as possible (see our point on scope below). If the volume and complexity warrant it, consider whether it is necessary and appropriate to avail of the time extensions within the legislation.  

3. Review scope is everything 

If you do not know what you’re looking for, you’re at a disadvantage from the start. Ensure that the scope of the request is clear. If the original request does not give a date range or if it seems unduly broad, it is entirely appropriate to reach out to the data subject to clarify. Often people have a specific motivation for the request and can be agreeable to using search terms or date ranges if it means a faster response. This will all prove valuable during the data gathering stage where your IT team can exclude documents immediately, saving costly and time-consuming review. 

Also consider your exemptions when it comes to data – are there considerations around legal privilege on some correspondence or industry specific exemptions such as journalistic privilege? You will also need to consider the rights of third parties in your response and how you can exclude their personal data from the request.  

4. Getting it done 

While you are answering the major questions regarding the reviewdon’t lose sight of the operational side. Once documents are gathered, how will you review themPrinting documents and redacting manually might work for small volumes of data but quickly becomes unruly. It also creates issues around revisions, quality checks and even secure storageThere are many technology options out there but how quickly can they be put in place? Who will carry out the necessary admin? And will your reviewers require training in advance? 

Also important is considering how to control the review. With a deadline looming it is important to be able to track not only how much work is done but predict how quickly the remainder will be completed. Quality is also a key concern. Do you need a process where documents are double checked before sending? Accidentally disclosing a third party’s data during a review is a real concern and needs careful consideration.  

5. When to call in the experts 

Know when to ask for help. Organisations often underestimate the complexity of responding to a DSAR until they are in the midst of it. Some red flags that can indicate the need for external assistance include: 

  • Large volumes of data which cannot be reduced through discussion with the data subject; 
  • Insufficient team size to work through the data within the required time limits; and
  • Data that is particularly sensitive, complex or may be subject to litigation in the future.  

As an example, several of our clients are happy to deal with DSAR from their customers but would look for assistance on a request involving a long serving employee has left on less than positive terms. For others, there is a value in handing off any and all DSARs to allow their employees to focus on core duties. 

A specialist provider like Johnson Hana can bring significant advantages over completing a review in house or using a traditional law firm. We can bring specialist technology to bear to dramatically reduce the number of documents for manual review, sometimes by up to 90%. We also provide a rapidly scalable team of experienced and fully qualified legal professionals to complete your review to a high standard. 

Finally, we provide professional project managers who have extensive experience with DSARs to lead the review team, address issues and keep you informed on progress. All of this is delivered at cost savings of up to 50% compared to a traditional provider such as a law firm. 

 For more information, please contact us by email: info@johnsonhana.com  

The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. It does not purport to constitute legal advice and should not be relied upon by any party. 

The post Five Key Tips to Managing A Data Subject Access Request appeared first on Johnson Hana International.

]]>
A Front Row Seat To The Gig Economy https://www.johnsonhana.com/a-front-row-seat-to-the-gig-economy/?utm_source=rss&utm_medium=rss&utm_campaign=a-front-row-seat-to-the-gig-economy Fri, 16 Oct 2020 07:29:06 +0000 https://www.johnsonhana.com/?p=2211 The post A Front Row Seat To The Gig Economy appeared first on Johnson Hana International.

]]>

A Front Row Seat To The Gig Economy

In 2020 it is very difficult to avoid the Gig Economy, such is its ubiquity. You can book holiday accommodation through Airbnb, and a taxi to the airport via Uber, Grab, MyTaxi, Hailo or even Fleet, to get you there on time with a minutes notice. Order any meal imaginable from Deliveroo, Grab (again), Uber (again), JustEat, and any number of local companies. These companies represent some of the largest disruptors in their respective industries today. With many industries being completely redefined by these new companies that didn’t even exist ten years ago. Now it is time for the legal industry to follow suit.

The Gig Economy can be defined by its unique features that set it apart from typical full time employment. Work can be short term, task based, predictable or unpredictable. The Gig Economy has at times been perceived negatively due to a lack of protection for workers, uncertainty of hours etc. Today, lifestyle changes and a greater demand for flexibility are allowing people to champion their own careers to fit around their lives. As the Gig Economy takes the lead, controls are following to keep up with the evolution of work.  Johnson Hana is meeting these hurdles head on by providing the best example of how a Gig Economy should work in the legal solutions industry.

Our mission is:

  • to inspire lawyers to work flexibly and develop a work-life balance built around their needs
  • to cut legal spend by up to 50% for corporate and public clients
  • to create an awareness around cost savings and efficiencies through our teams of on-demand consultants, intelligently structured processes, smart legal tech, and insightful project management

The Gig Economy now encompasses up to 30% of the global workforce. The Gig Economy is the term given to the new trend in short-term and task driven contracts, which are being lapped up by a new generation of workers who no longer idealize the stability of a 9-5. In the legal profession it is no secret that longer hours and further studies can devour any notion of a personal life. These sacrifices often come at the expense of social & family life.

In the historic legal industry, it is true that rites of passage and years of grinding paved the way for a successful career. However this may not need be the case as we step into the future thanks to digital and cultural innovations. The world has never changed so fast as today, and will continue to change faster tomorrow. With this in mind, we have three options

  • Get out ahead of the pack
  • Hold on for dear life
  • Get left behind

Barry Asin, President of Staffing Industry Analysts estimates the gig economy to represent a $3.5 trillion market globally. To put that into some context the B2B market is estimated at $5 trillion globally.

This new way of working began in the last downturn as people out of work began settling for short-term or part-time work to cover as much financially as they could. Contingency work led to more work for those making waves, and led to reputations, word of mouth, and suddenly a portfolio of short and part-time clients all vying for human resources.

While necessity provided the seeds to the gig economy, online platforms supplied the boom. Files, ideas, images, videos, blueprints could now be shared instantaneously, while screen sharing allowed for intricate projects to be explained in full, all without leaving your desk. With such an immediate engagement, work became on demand, leveraging the digital and technological advancements that have just kept coming. In 2020 we experienced firsthand the huge wave of onboarding that companies have had to do to keep their employees efficient and productive.

The Gig Economy is changing how we work and how we live. No matter what the subject, we are provided with a seemingly endless supply of options all with immediate deployment. The most pivotal point about the Gig Economy is how flexible it is. There is no doubt a way that we can make it work for the legal solutions industry to provide both earning and cost saving opportunities.

There is much debate over whether the Gig Economy is a good thing or a bad thing. While unanswerable without hindsight, the important thing to bear in mind is that it is a Thing, and it is here, with only signs of further prevalence in the future. At Johnson Hana we are dedicated to continue working with the legal industry, consultants, and clients to find a collaborative middle ground where we can continue to provide unparalleled value while maintaining the flexible nature of on-demand work.

As with all change, there will be businesses and individuals who resist it and forget the mantra ‘Disrupt or be disrupted.’

The post A Front Row Seat To The Gig Economy appeared first on Johnson Hana International.

]]>
Johnson Hana Raises €3.5 million – News Recap https://www.johnsonhana.com/johnson-hana-raises-e3-5-million-news-recap/?utm_source=rss&utm_medium=rss&utm_campaign=johnson-hana-raises-e3-5-million-news-recap Thu, 08 Oct 2020 13:45:35 +0000 https://www.johnsonhana.com/?p=2198 The post Johnson Hana Raises €3.5 million – News Recap appeared first on Johnson Hana International.

]]>

Johnson Hana Raises €3.5 million - News Recap

Have a read of some of the press articles below:

The Irish Times

The Irish Independent

Law Society Gazette

Business Mayor

Nach Welt

The post Johnson Hana Raises €3.5 million – News Recap appeared first on Johnson Hana International.

]]>
The impact of Schrems II on US data transfers https://www.johnsonhana.com/the-impact-of-schrems-ii-on-us-data-transfers/?utm_source=rss&utm_medium=rss&utm_campaign=the-impact-of-schrems-ii-on-us-data-transfers Wed, 19 Aug 2020 10:42:06 +0000 https://www.johnsonhana.com/?p=2112 The post The impact of Schrems II on US data transfers appeared first on Johnson Hana International.

]]>

Schrems II and its effects on Data Privacy for US Based Companies

Background

Mr Schrems, an Austrian national and Facebook user, claimed that the United States does not offer adequate protection for his data transferred there, as required by European Union (EU) data protection regulations. The European Court of Justice (ECJ) sided with Schrems in this case invalidating ‘the Privacy Shield’.

The Privacy Shield

The Privacy Shield was an agreement between the European Commission and the United States where the United States agreed to apply EU data protection standards to EU citizens data. The ECJ has now invalidated the Privacy Shield Decision therefore Schrems II is going to have broad-ranging implications for US companies looking to transfer data out of the EU.

In looking at the specifics of this agreement, the ECJ decided that US domestic law, in particular laws which allow for the US authorities to access EU citizens data in the interests of American national security, does not satisfy the requirements of the EU. The effect of this ruling on US companies using the Privacy Shield is that they must immediately cease sending data from the EU to the US unless they assess the legal basis for this transfer to occur.

Standard Contractual Clauses

It must be noted however that the ECJ upheld a separate European Commission Decision on Standard Contractual Clauses (SCCs). A SCC is a standard set of contractual terms which the sender and receiver of data sign up to as it helps them to comply with EU data protection rules. The validity of SCCs depends on whether effective mechanisms make it possible to ensure that there are equivalent protections on EU citizens data in the United States, and where there is cessation of transfers in the event of a breach of such a clause.

There have also been additional obligations placed on data importers and exporters who use SCCs. They must verify before any transfer, whether the level of protection offered by the third country is adequate. It also places a burden on the data importer to inform the data exporter of any inability to comply with the rules set out in the SCC Decision. Once advised of this, the data exporter is obliged to cease transferring data to the importer.

GDPR Article 49

Article 49 of GDPR, where the rules for international transfers of data are set out, is unaffected by this ruling and still provides for transfers of data between the US and EU. It is important to refer to the European Data Protection Board’s guidance in this regard. This being that when transfers are based on the consent of the data subject, it should be explicit, specific to a particular transfer or set of transfers and the subject should be informed of the possible risks of the transfer. Data may also still be transferred if it is objectively necessary for the performance of a contract between a data subject and a controller. The data transfer should only be occasional.

Effects on US businesses operating in the EU

As mentioned above, this will have far-reaching implications for US multinationals operating in the EU. US vendors using the Privacy Shield will begin to move over to SCCs. Enterprise customers, in particular, will more than likely insist on SCCs for any future deals. Reviews of legacy contracts will be necessary and any assumptions regarding the Privacy Shield in such contracts will need to be reviewed.

To comply with the ruling companies will need to carry out work in relation to data mapping exercises, review of processes in relation to intra company and third party data transfers and enhancement of data retention policies and practices. While seemingly straightforward, they are in fact complex areas and companies need to identify and capture a full data inventory, where it’s going, how long it is kept for and crucially when it is being deleted and understanding if it’s being deleted from both online and offline internal environments. In other words, some companies may not even have a full picture of this which makes knowing how to handle the Schrems decision even more difficult.

There will also be significant knock-on effects outside of the legal department for US businesses contracting with EU entities. The changes may result in friction on deals between US and EU based companies as EU businesses may be warier of whether the US companies are genuinely complying with the SCCs. This may result in increased demand on US-based multinationals to carry out due diligence in handling EU citizens data.

Beyond the EU and US, the decision may also encourage Regulators to focus on data transfers to other jurisdictions. As such, it may be advisable for companies to widen the scope of their remediation effort to include all global agreements.

Outside of necessary compliance,  one of the advantages of addressing Schrems II is that it offers companies an opportunity to revisit GDPR related processes and consider whether they are truly suitable for their organisation. Taking this approach to any necessary remediation work can help to drive efficiencies in the area through the implementation of sustainable and efficient processes.

How We Can Help

Johnson Hana is well-positioned to assist companies in adapting to this regulatory change.

We have a team of highly qualified and experienced data privacy lawyers available to support you, whatever stage of the implementation process you’re currently at. Our solutions enable companies to hurdle lengthy recruitment processes providing immediate access to experts as you scale your team for a defined period to deliver your project.

We have vast experience in large scale contract review and amendment i.e. incorporation of standard contract clauses (SCCs) into existing contracts through a combination of our skilled legal professionals and the deployment of KIRA, our strategic technology partner who provide machine learning contract review software. In particular, companies require assistance in relation to data mapping exercises, review of processes in relation to intra company and third party data transfers and enhancement of data retention policies and practices in light of the recent decision.

The Schrems II decision is the biggest shake-up in privacy law since the introduction of GDPR two years ago. Business is going to have to adapt, and Johnson Hana is here to help.

For more information, please contact us by email: info@johnsonhana.com

The post The impact of Schrems II on US data transfers appeared first on Johnson Hana International.

]]>
Employee Spotlight: Aisling Flynn https://www.johnsonhana.com/employee-spotlight-aisling-flynn/?utm_source=rss&utm_medium=rss&utm_campaign=employee-spotlight-aisling-flynn Tue, 11 Aug 2020 13:55:59 +0000 https://www.johnsonhana.com/?p=2103 The post Employee Spotlight: Aisling Flynn appeared first on Johnson Hana International.

]]>

Employee Spotlight: Aisling Flynn

Background: I am a qualified solicitor and have practiced for 3 years both in private practice and now in-house. My legal career started in Matheson where I spent 5 years, qualifying on to the Real Estate team. This decision was driven by the fast-moving practice area, the global top-tier clients and the talented people that worked on the team. Now, as Legal Counsel and Operations at Johnson Hana my role is broader, with both an internal and external focus. I provide legal support to the business, while also managing projects and developing relationships with our valued clients. While it was a big shift from an established corporate to a rapid-growth SME, it has been a fantastic first year with Johnson Hana.

What drew me to Johnson Hana: I was initially drawn to Johnson Hana as it represented big change and innovation within the legal industry, which I was eager to be a part of. In my early meetings with the Johnson Hana team their enthusiasm and drive was palpable. Even as a young company, they had already built up an impressive client list (many of these coming from referrals), who I was very excited to learn about and work with. With my role I am able to combine both legal practice and account management, working closely with clients to facilitate the smooth and efficient delivery of our services and directly interacting with our consultants to enable career flexibility and development. This unique role has presented many great learning opportunities and the chance to really add value within the company.

Johnson Hana business model: Johnson Hana is Ireland’s only alternative legal solutions provider, and is both an ‘on-demand’ lawyer business and managed legal services consultancy. We work with a technology-enabled community of smart-working lawyers with a common purpose: to drive change in the legal solutions marketplace for the benefit of all in the industry.

We aim to fill the vacuum that exists between high-value partner led legal advice and lower-value process driven legal work, helping our clients scale back on unnecessary legal spend, while never compromising on quality. Our “on-demand” experienced lawyers (with varying specialities) help to augment in-house legal teams on a flexible basis and our fully outsourced legal solutions include the provision of technology systems, project management services and highly-qualified teams of lawyers for our clients’ “large data” projects. These managed legal solutions cover a wide range of areas including large-scale due diligence and commercial contracts review, data subject access requests, discovery and investigations, regulatory compliance, group complaints / tracker mortgage process, compulsory purchase orders / right of way registrations.

Closing thoughts: Our business model creates value and generates trust by offering in-house legal and compliance departments a solution which allows them to focus on core work, get their valuable time back and to get the most out of their legal budgets. It is hugely rewarding being able to provide this assistance and to makes fellow lawyers’ lives easier. Despite the huge disruption and uncertainty caused by Covid this year, we remain a resilient and motivated team. I hope to see the business continue to expand, working to consistently improve the experience of our existing clients while welcoming new clients and consultants to the Johnson Hana community.

The post Employee Spotlight: Aisling Flynn appeared first on Johnson Hana International.

]]>
We are hiring a Recruitment Manager! https://www.johnsonhana.com/we-are-hiring/?utm_source=rss&utm_medium=rss&utm_campaign=we-are-hiring Thu, 06 Aug 2020 13:18:09 +0000 https://www.johnsonhana.com/?p=2094 The post We are hiring a Recruitment Manager! appeared first on Johnson Hana International.

]]>

We are hiring a Recruitment Manager!

Job Specification

Position available for a recruitment professional to join a fast growing company.

 

Consultant Recruitment and Management

Johnson Hana is Ireland’s first alternative legal services company. We have a database of 1000+ lawyers who have signed up with us to avail of contract, flexible work.

You will be responsible for:

  • Developing and growing the community of talented, fully qualified lawyers. You will be expected to target potential high calibre consultants with a view to registering them on to our database in line with agreed Key Performance Indicators (KPIs).
  • Managing existing consultants You will be responsible for the management of consultants who have signed up to our database or who have worked with us on previous projects. You will be expected to develop relationships with our consultants to fully understand their skillset, availability and to match them with the most suitable role.
  • Interviewing new consultants and managing our database to ensure that all requisite information and documents are obtained.
  • Liaising with other stakeholders in the business to match profiles of registered consultants with client engagements.
  • Issue profiles to relevant clients when requested, manage interviews and provide feedback.
  • Negotiating salaries and contracts with consultants.
  • Establishing your own network of lawyers in Ireland to become the ‘go-to’ for lawyers seeking an alternative way to practice their profession.
  • Utilise the database for referrals and introductions to new talent.
  • Ensure that the Johnson Hana database is up to date and populated correctly.
  • Design and process improvement of recruitment, on boarding and consultant management processes.

 

Internal Recruitment:

We will also require you to utilise your recruitment skills as we grow out the core JH team. You will be responsible for:

  • Designing, developing and implementing a recruitment strategy for Johnson Hana including; producing job specifications across various functions such as Operations, Account Management, Technology and Business Development.
  • Liaising with stakeholders in the business in relation to specific requirements, formal interview processes, conduct screening calls, provide feedback to line managers, issue recommendations, candidate management, schedule interviews, provide feedback, manage offer stage, conduct background checks/references.
  • Review and revise strategy as the business continues to scale.

 

Marketing

As a scaling business, we continue to grow our brand and build awareness around the solutions we provide across our key stakeholders such as potential consultants, clients and other relevant audiences.

You will be responsible for managing our Social Media channels.

You will be expected to:

  • Design, develop and implement a social media strategy – this will include analysing the market in order to implement the best strategy for JH in line with our media and branding guidelines.
  • Monitor and analyse information received throughout our social media channels. Engage with all media to ensure that JH is interacting with the market.
  • Produce content – on a regular basis. Liaise with others to orchestrate a content strategy and timetable to post regular content.
  • Events: you will also be expected to be involved in attending and/or creating professional events which are relevant to our mission.

 

Business Development

All our employees are required to develop relationships with our existing clients as well as actively bring in new business.

You will be expected to:

  • Utilise your own professional network to introduce the relevant stakeholders to the JH sales team
  • Actively target relevant businesses who are hiring legal counsel. Utilise your own skills and the use of LinkedIn and other networking platforms to find the relevant contact.

You will be:

  • A recruiter with experience in contract recruitment
  • Legal experience preferred but not essential
  • Interested in joining a fast paced environment
  • A proactive individual who works well with KPI’s
  • The role is a full time role

You will have:

  • Excellent written and communication skills
  • An interest in disruption within the legal market

About working at Johnson Hana:

  • The legal industry needs change and Johnson Hana is driving that change. We aim to improve the lives of the legal professionals who work with us and this vision extends to our headquarter employees also. What we can offer you is an opportunity to be involved in an exciting, high growth company with an energetic, fast paced work environment (operating remotely, for now!) a competitive salary and a true respect for work/life balance.
  • Our people are our main asset and we want those on board who believe in the mission of the company and the values at our core; Transparency, Innovation, Drive, Empowerment and Strength in Unity.

 

If you are interested in applying to this role, please email your CV to info@johnsonhana.com

The post We are hiring a Recruitment Manager! appeared first on Johnson Hana International.

]]>
Kira Systems Q&A with Lee Morrissey, Head of Managed Services at Johnson Hana https://www.johnsonhana.com/lee-morrissey-head-of-managed-services-interviewed-by-kira-for-their-blog/?utm_source=rss&utm_medium=rss&utm_campaign=lee-morrissey-head-of-managed-services-interviewed-by-kira-for-their-blog Fri, 17 Jul 2020 12:11:41 +0000 https://www.johnsonhana.com/?p=2081 The post Kira Systems Q&A with Lee Morrissey, Head of Managed Services at Johnson Hana appeared first on Johnson Hana International.

]]>

Kira Systems Q&A with Lee Morrissey, Head of Managed Services at Johnson Hana

View original article here

Johnson Hana is an ‘on-demand’ lawyer business and managed legal services consultancy. They work with a technology enabled community of smart-working lawyers with a common purpose: to change the legal services marketplace so it works better for everybody.

The company aims to fill the vacuum that exists between high-value partner led legal advice and low-value process driven legal work helping their clients scale back on unnecessary legal spend. They deliver fully outsourced legal solutions including the provision of technology solutions, project management services and highly qualified, skilled legal teams for assignments.

We had a Zoom call with Lee Morrissey, Head of Managed Services, to discuss the company’s vision for the legal industry, the tools put in place to stay resilient despite very difficult times, key learnings as the company shifted to work from home protocol, and more.

What is your role at Johnson and Hana?

Johnson Hana’s services split broadly into two: providing experienced lawyers to supplement our clients’ existing legal teams and outsourcing “large data” projects. My responsibility is to ensure the smooth and efficient execution of these outsourced projects, which includes all kinds of document reviews such as contracts, leases, discovery, and data access requests. A key focus for this role is the delivery of smart, technology enabled legal solutions, which led to our connection with Kira.

We’re a mission-based company first and foremost, founded on the belief that the current legal industry is broken and could function better for both lawyers and clients. Clients are paying more than they need to for non-advisory work and lawyers are faced with poor work life balance in an inflexible career model.

We disaggregate legal advisory work from process based legal solutions and focus entirely on the latter. We offer clients bespoke solutions and flexible team sizes along with significant cost savings compared to traditional suppliers. For our consultants, they get a flexible career; the ability to take back work life balance or to provide solutions to our clients alongside pursuing their own work also.

How did you identify the need for contract review software?

Many of the solutions we provide such as discovery are heavily supported by technology. When we looked at what other areas could benefit from a ‘tech first’ mindset, contract review was a clear opportunity. The benefit of this approach is that it supports our consultants in their ability to deliver their work while ensuring quality for our clients through the removal of human error. Once we started looking for a market leader to partner with, Kira quickly became the obvious choice.

How will Kira support your company’s long-term goals?

We see Kira as a key strategic partner in enabling us to achieve our long term vision. Given the versatility of Kira and the ability to use functionality like “QuickStudy” to tailor the system to different use cases and geographies, we see great opportunities to use the system beyond our original intention of wholesale contract reviews.

For example, when the pandemic properly took hold and the lockdown kicked in, we wrote to all our clients to offer them assistance in reviewing their force majeure clauses by our consultants who are accredited to use Kira. This allowed our clients to fully understand their potential risks and exposures without having to dedicate their already busy resources to such a review.

We have been closely monitoring the impact of COVID-19 and continue to assist our clients in any way we can. As our clients span all industries and sectors, we’ve seen a broad range of impacts. In some industries, it’s been business as usual albeit with the logistical complexities of remote working. For others, there’s been a slow down in operations and we’ve been able to assist with detailed analysis and reports of how client’s existing contractual commitments can respond to this.

Of course, in uncertain times there’s a renewed focus on value for money and there is an increased onus on in-house legal departments to reduce external legal spend. Thankfully we have not suffered a reduced workload for our consultants, nor have we had to reduce the rates that we pay our consultants. We were in the fortunate position that our fees are so competitive compared to traditional providers that it puts us in prime position to scale our business.

How did the company shift to work from home protocol? What tools have been leveraged to assist with remote working and business continuity?

As a young company with an agile, smart working culture, I’m proud to say that our team pivoted to a work from home scenario very smoothly. We had begun our contingency planning early on and made the decision to move to remote working for headquarter staff the day before guidance came from the Irish Government. For our consultants, remote working was already part of our operating procedure on many engagements and therefore an easy transition.

In terms of key enablers for this successful pivot, we were already fully cloud-based for all key technologies. This prepared us well from a data security and accessibility point of view. Partners like Kira, Reveal eDiscovery, and Jira project management solutions have all been a massive support in this “new normal.”

We are also near paperless in our typical operations which certainly eased the complexity of not having physical access to the office. In terms of staying connected, we had already been introducing collaboration software across the organisation. This accelerated as a prolonged work from home situation became more likely and is now indispensable for everything including our daily stand ups, client calls through and regular team social events!

The post Kira Systems Q&A with Lee Morrissey, Head of Managed Services at Johnson Hana appeared first on Johnson Hana International.

]]>
An Innovative Internship from an Innovative Company https://www.johnsonhana.com/an-innovative-internship-from-an-innovative-company/?utm_source=rss&utm_medium=rss&utm_campaign=an-innovative-internship-from-an-innovative-company Thu, 25 Jun 2020 09:17:59 +0000 https://www.johnsonhana.com/?p=2064 The post An Innovative Internship from an Innovative Company appeared first on Johnson Hana International.

]]>

Ted Halligan

An Innovative Internship from an Innovative Company

COVID-19 has forced companies to take a radical new approach to how they do work. Overnight remote working from home became the norm. Other facets of the legal world have been profoundly affected too. For example, in legal education, the FE-1 Exams have been cancelled, the universities also had to transition to online teaching in a matter of weeks. Johnson Hana was no exception to this online transition. Many companies have decided to cancel their internship programs. This is a bad situation to be in for both the company who misses out on valuable future talent and for the individual intern who misses out on relevant experience.

Johnson Hana has a track record of shaking up the legal industry using technology to their advantage. We can see this through their recent partnership with Kira, a service which they are putting to excellent use maximizing efficiency in analysing contracts. They have continued to innovate in other areas as well, one of which is their online internship. They managed to take me on as an intern despite the current situation through their use of technology. They are one of the few companies in the legal sector who have been able to do this.

It appears that these trends may be ongoing after the COVID crisis has ended, not just in the legal sector but across all areas of the service industry. According to a survey done by the Institute of Directors Ireland, only one-eighth of business leaders expect all staff will be back in the office after the crisis has ended. With 40% expecting an equal mix of remote and office workers to return to their positions. After this crisis has finished, there will be a point of reckoning for companies where they may have to decide if it is advantageous to continue using their new remote working model.

This new paradigm, however, may also create a challenge for employees as the line between home life and work is blurred further. Many remote workers say they find themselves working longer hours than they otherwise would and have been finding it difficult to switch off according to Ashley Donoghue of TU Dublin. This situation presents a challenge for both business leaders and their employees as there has never been one point in history where there was such a dramatic shift in the way companies worked.

Through the use of modern online remote working tools such as Microsoft Teams, Jira and Salesforce, among others, Johnson Hana has managed to continue operating “business as usual” and have been able to take me on as an intern. This has helped me to gain great insight into the way the legal industry is heading. The market for alternative legal solutions is only going to continue to grow in the coming years. I am incredibly grateful for receiving this opportunity to work with such an innovative company.

The post An Innovative Internship from an Innovative Company appeared first on Johnson Hana International.

]]>
We are hiring a Project Manager! https://www.johnsonhana.com/we-are-hiring-a-project-manager/?utm_source=rss&utm_medium=rss&utm_campaign=we-are-hiring-a-project-manager Thu, 11 Jun 2020 10:53:09 +0000 https://www.johnsonhana.com/?p=2033 The post We are hiring a Project Manager! appeared first on Johnson Hana International.

]]>

We are hiring a Project Manager!

We are looking for a Project Manager to join our growing team.

The ideal individual will come from a consulting background with 2-4 years of experience working on client facing projects. The role will be on our Managed Legal Solutions team and will primarily involve managing teams of legal consultants to ensure projects run to time and budget while providing a seamless client experience.

The legal industry needs change and Johnson Hana is driving that change. We aim to improve the lives of the legal professionals who work with us and this vision extends to our headquarter employees also. What we can offer you is an opportunity to be involved in an exciting, high growth company with an energetic, fast paced work environment (operating remotely, for now!) a competitive salary and a true respect for work/life balance.

Our people are our main asset and we want those on board who believe in the mission of the company and the values at our core; Transparency, Innovation, Drive, Empowerment and Strength in Unity.

The Role:

To support the growth of the business, we have a vacancy for a Project Manager within the Managed Legal Services team.

The ideal candidate would come from a consulting background with 2 – 4 years of experience working on client facing projects. The role will involve managing teams of legal consultants to ensure projects run to time and budget while providing a seamless client experience. In addition to the core duties there will also be opportunities to become involved in process improvement, tender responses and pitch meetings.

The ideal candidate would have a demonstrated ability to:

Bring a solution focused, positive attitude to the team

Quickly become familiar with a new sector and industry

Take ownership of their duties and work autonomously

Identify and address project risks and issues

Manage a diverse group of stakeholders at all levels

Communicate effectively in all mediums and to a variety of audiences

Continually look to improve processes and procedures

Upskill on new applications and technology.

What we can offer you:

We do things differently. The company aims to improve the lives of the legal professionals who work with us and this vision extends to our headquarters staff also. As a result our working environment is completely different from that of a traditional large consultancy. We value hard work and ownership while keeping to the 9am to 5:30pm as much as possible.

We offer:

An opportunity to be involved in an exciting, high growth company

An energetic, fast paced office environment

A competitive salary

A true respect for work/life balance.

 

Megan Shannon, Head of Talent, email: meganshannon@johnsonhana.com

The post We are hiring a Project Manager! appeared first on Johnson Hana International.

]]>
Welcome to the team Niamh O’Mara https://www.johnsonhana.com/welcome-to-the-team-niamh-omara/?utm_source=rss&utm_medium=rss&utm_campaign=welcome-to-the-team-niamh-omara Tue, 09 Jun 2020 10:33:46 +0000 https://www.johnsonhana.com/?p=2023 The post Welcome to the team Niamh O’Mara appeared first on Johnson Hana International.

]]>

Welcome to the team Niamh O'Mara

We are delighted to announce the appointment Niamh O Mara Chief Operating Officer of Johnson Hana. Niamh, former Chief of Staff, EY Ireland and a business leader with PCH International is an expert in organisational transformation, having worked at a strategic level with a number of start-ups, scale ups and large scale multi-nationals in Europe and Asia.

In her role, Niamh will drive the transformation of Johnson Hana’s business operations, improving efficiency and building upon our strong foundation for growth.

A qualified Barrister, Niamh holds an undergraduate in Law and European Studies from the University of Limerick. She is also a qualified Project Manager (PMP) and Change Manager (IMI).

Niamh was most recently Chief of Staff at EY, in this capacity she acted as a liaison between the leadership team and oversaw strategic programmes. Prior to EY, Niamh was a C-Suite advisor in Asia, working with PCH, a product development and supply chain management company for the tech industry in China. Niamh was also a member of the EMEIA Law department with global financial institution, Wells Fargo Bank International.

We are thrilled to welcome Niamh to the Johnson Hana team as part of our strategic expansion plan for 2020.

The post Welcome to the team Niamh O’Mara appeared first on Johnson Hana International.

]]>