Responsibilities:

Provide in-house legal counsel on employment-related matters, which may include, but are not limited to, termination and counseling decisions, wage and hour law, workers' compensation, unemployment and other state agency claims, employee benefits, immigration, employment agreements and policy-related issues, leave and accommodation requests, employment related litigation, grievances, and arbitrations.
Conduct and/or manage internal investigations, provide counsel and coaching to managers regarding compliance with employment laws. Resolve complex employee relations issues effectively, including managing relationships and costs with outside counsel on employment litigation.
Manage and/or respond to complaints brought to HR, administrative charges, and employment lawsuits to strategically minimize losses and disruption to the business.
Stay up-to-date on employment laws in multiple states and provide recommendations and guidance to leadership on potential impact of new or existing regulations and current policies and practices.
Revise Employee Handbook and HR policies as needed and advise the Human Resources team and executives on policy decisions, emerging risk areas, and risk mitigation strategies.
Oversee immigration issues including visa sponsorships.
Perform other duties as assigned

Qualifications:

JD from an ABA accredited school and an active license and membership in good standing with at least one U.S. State
Minimum 10 years of experience in a dedicated employment law practice with at least 5 years in a national law firm preferred and at least 2 years in-house experience as an HR professional or employment lawyer.
Subject-matter expertise in multi-jurisdictional employment issues and disputes is preferred.
Excellent organizational and analytical skills. This position requires fast-paced multi-tasking and the ability to prioritize and manage multiple issues involving business partners in various locations
Good communication (oral and written) and interpersonal skills within and across departments and externally; must be proactive in providing counsel to clients
Sound judgment; ability to clearly make reasoned recommendations; ability to cross think and determine who should be kept informed.
Willingness to learn and contribute to substantive areas outside of labor and employment law especially with respect to routine contentious matters and litigation