The new Buddle Findlay chair also tells NZ Lawyer his top three priorities for the firm this year
When he started his career with Buddle Findlay as a law clerk, Sherridan Cook knew he wanted to make partner at a major law firm. Then once he achieved this goal, he decided to dream even bigger.
Today, Cook leads the firm where it all began for him. In this interview, he tells NZ Lawyer his top three priorities for Buddle Findlay this year, and what he considers the most pressing employment law issue in the country at present.
What was your reaction to finding out that you were going to be the next chair of Buddle Findlay?
I felt very pleased and privileged that my fellow partners had elected me, and also that I had achieved a goal that I had set myself a few years earlier.
You started your career with the firm as a law clerk – did you think you would wind up leading the firm, and was this something you had actively worked towards in your career?
No, although as a law clerk, my goal was to become a partner in a big law firm, and I was fortunate to ultimately achieve that at Buddle Findlay. Once I had some success as a partner, I was keen to contribute to the firm's governance by becoming elected to the board, and then after that my goal was to become chair.
You succeed Jennifer Caldwell in the role – what was the most important thing you learned about being a leader from her?
Her inclusiveness. Jennifer has always made sure that everyone at the board table had an opportunity to contribute and was heard. This is important, as all the decisions we make are by consensus.
As national chair, what are your top three priorities for the firm in 2025? What initiatives are you looking to progress?
I’m working to further develop the leadership capabilities and accountability for mentorship of all of the leaders in our business, particularly the partners. We also have a strategic initiative focused on enabling our kaimahi to work at the top of their license, Whai Hua, which I’m passionate about. Growing our partnership is also an ongoing priority.
As an employment lawyer, what in your opinion is the most critical employment law issue in the country today?
Whether we should have two systems for the resolution of employment relationship problems. Currently the personal grievance regime applies to everyone from the caretaker to the CEO, but the government is proposing to change this by allowing employees over a certain income threshold to contract out.
What kind of legacy do you hope to leave in the long run as a leader?
A partnership that is held fairly accountable for its actions.
