Corporate Counsel Duties: Responding to administrative charges and inquires, mediating claims with Federal, State, and Local EEO agencies, providing legal advice and service to business unit Vice Presidents, Directors and Managers in connection with changes in Employment law and/or the interplay with new business initiatives, and other legal and regulatory issues which may be connected. Leverage their experience and general legal knowledge to identify other issues which may require collaboration with other members of the legal team to accomplish business goals while minimizing risk. Support certain international operations periodically. Collaborate directly with business unit leaders and work closely with Human Resources teams, including Employee Relations, Compensation, Benefits, Human Resources Information Systems, HR Shared Services, Leadership and Development, and associated HR generalists. Provides legal services to the company s human resources department, finance department, senior management and operating business managers. Acts as a subject matter expert for the legal function, with an emphasis on providing specialized legal and regulatory advice to the human resources department with respect to welfare benefit plans, retirement plans, compensation and total rewards programs, related corporate contracts and benefits related tax matters and regulatory compliance for employment, benefit, welfare, Affordable Care Act, ERISA and HIPAA matters, including reviewing and advising on corporate benefit plans, corporate employment policies and corporate policies and procedures designed to facilitate compliance with applicable employment, benefit and welfare laws. Monitors developments, including proposed legislation and court decisions related to compensation and benefits, and evaluates impact on operations. Serves as advisor to the company s administrative committee for certain benefit plans. Works with outside legal counsel and orchestrates legal processes on behalf of the company in liaison with outside counsel at the direction of the Associate General Counsel and executive leadership. Conducts legal research and applies research to business objectives and is able to communicate the analysis in an easily understood work product to leadership. Identifies legal risks and designs plans to mitigate and prevent legal risks consistent with business objectives. Drafts, reviews, and negotiates a variety of HR-related agreements and documents and continuously seeks ways to improve the forms, processes, or systems involved. Prepares and delivers training, memorandums, presentations and communications to employees, management, executives, or other members of the Legal Department on legal matters. Collaborates on complex projects and supports others in the Legal Department (i.e. attorneys across the Legal Department) in order to provide meaningful and practical advice and recommendations to clients. Negotiates with outside parties on contractual issues, including negotiating key contract terms. Works collaboratively with outside counsel and internal partners to resolve legal disputes in a manner which serves the needs of the business while preserving brand reputation. Monitors industry trends and benchmarks to ensure Company approaches to employee benefits offerings keep pace with market changes. Develops collaborative relationships with regulatory agencies to foster partnerships which enhance the Company s compliance posture.
Qualifications: JD Degree from an ABA accredited institution. Licensed to practice law and in good standing in at least one state. 8+ years of substantive Employment Law counseling and litigation management with a law firm and/or an in-house legal department. PREFERRED: Significant prior employment law experience with a law firm or in-house corporate legal department. Strong interpersonal skills and ability to multi-task and manage a substantial workload in a fast-paced environment. Strong writing, analytical and communication skills. Strong interpersonal skills and ability to work as part of a team. Candidate must have a strong working knowledge of multi-jurisdictional Employment Law requirements, including familiarity with state leave and break laws, workplace safety requirements, wage and hour mandates, and whistleblower protections while recognizing issues implicating potential enforcement actions by the NLRB, DOL, EEOC, OSHA, and other federal and state regulatory agencies.
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