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General Counsel Consulting

General Counsel
Consulting
provided
exceptional
service in helping
my organization
recruit for a hard
to fill position.
They did extensive
work on the front
end to understand
our needs and
our culture and
began referring
highly qualified
candidates almost
immediately.

Melinda Burrows
Deputy General Counsel
- Litigation and
Compliance, Progress
Energy Service Company
LLC

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Counsel Jobs > Corporate Counsel Job in District of Columbia > Corporate Counsel

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Corporate Counsel

Refer job# JARZ144580

Corporate Counsel The candidate: Prepares business contracts and administers other legal matters; acts as agent of association in various transactions. Responsible for matters related to personnel policy/hiring/termination. Evaluates insurance, as well as numerous corporate and finance matters. Manages legal aspects of convention/trade show/vendor/hotel contracts as well as software licenses and research agreements. Provides guidance and assistance in maintaining and protecting registerd marks. Prepares and/or reviews board minutes. Attends and provides a wide variety of legal support at annual convention/trade show. Provides compliance support to political action committee and oversees Lobbying Disclosure Act compliance. Examines legal data to determine advisability of defending or prosecuting lawsuits. Advises association concerning transactions of business involving internal affairs, employment, directors, officers and compliance with laws governing association activities. Takes actions that resolve conflicts in a manner that is best for both the organization and the individuals involved. Addresses complaints and problems quickly and effectively, keeps all parties informed of the status of any negotiations required, encourages employees to report problems or concerns and negotiates outcomes that are viewed as fair and even-handed. Maintains stable performance and emotional control when faced with opposition, pressure, hostility from others and/or stressful conditions. This is quite different from those who tend to ignore conflicts or complaints, do not keep interested parties abreast of the status for resolving issues, fail to make it comfortable for people to express concerns or appear unable or unwilling to facilitate a process that helps resolve conflicts. Empowers others in an intentional manner that accepts the risk of mistakes while focusing on the benefits. Allows others to find their way, yet helps when needed. Provides useful and timely feedback, challenges and motivates employees, offers developmental opportunities. Provides challenging assignments and skill development tasks. Uses good judgment related to the level of authority and the amount of leeway to extend to particular individuals. This contrasts with leaders who focus more on the risks involved from empowerment, do not make it clear how much authority someone has been given or use poor judgment about how much to empower particular individuals. Takes a proactive approach to anticipating and preventing problems. Uses logic and methods to solve difficult problems resulting in effective solutions. Seeks a variety of resources and data as part of the problem solving process. The majority of the decision made result in correct and accurate results. Decides whether solving the problem should involve others. This differs from those who are not proactive, typically get surprised when problems occur, attempt to solve problems without the right mix of people involved, push too quickly for solutions or generate solutions that are not viable. Should have JD degree. Bar membership is essential. 5-8 years of experience is needed.

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