Director, Associate General Counsel, Labor

3 weeks ago

Pittsburgh, United States Giant Eagle Full time

Description

Experience Required: Minimum 7 years’ experience in the practice of employment law and providing advice and counseling to HR business clients at various levels of the organization. Minimum 5 years’ experienceinoverseeing employment claims and litigation. Ability to independently identify employment law risks and formulate practical strategies regarding the same. Experience Desired: Previous in-house legal department experience; retail experience an asset; some prior experience and/or exposure to providing legal guidance and support on traditional labor matters, such as collective bargaining negotiations and management; and familiarity with employee benefits and compensation plans is a plus.  Education Required: J.D. from an ABA-accredited law school and current bar membership in at least one US state and willingness to meet the requirements of membership in the Pennsylvania bar through in-house counsel, reciprocity, or other avenues. Skills Desired: While you'll be a confident legal expert, you won't take yourself too seriously. We value humility, approachability, adaptability and a willingness to listen and learn.

Job Responsibilities

Provide practical advice and counsel on employment related matters, such as employee relations, wage and hour compliance, employee benefits, employment agreements, workplace policies, leaves of absence and disability accommodation. Ability to translate complex legal concepts into practical, actionable, and understandable advice for clients. Advice and counsel responsibility for labor and employment matters taking into consideration the complexities of the business. Proven track record of making well-informed decisions base on thorough analysis and critical thinking. Draft and negotiate labor and employment-related documents (employment agreements, workplace policies, etc.) and legal correspondence. Support HR team with respect to performance management, discipline, termination and other employee actions such as leaves of absence, and disability accommodation matters. Conduct or advise others on the conduct of workplace investigations as needed. Manage employment-related litigation and potential or threatened. Manage ethics hotline in conjunction with HR partners. Work closely with specialized outside counsel to manage risk and ensure that internal partners receive effective, business-focused employment and labor support across locations. Must exhibit the ability to assess risks and opportunities accurately. Work closely with business clients and the legal department to create and implement standardized policies, processes, and procedures for HR related agreements, policies and processes. Utilize knowledge of the law and experience to analyze facts and situations to effectively assess risk and make recommendations that are in the best interest of the Company. Partner with and manage outside counsel, if necessary, when handling HR and other matters. Monitor legislative developments to ensure continued compliance with national, state, and local labor and employment laws and regulations. Continuously develop understanding of legal risks and advise business leaders and stakeholders accurately of legal and other risks associated with proposed activities. Provide a creative, practical, proactive and collaborative approach to solving problems that address business needs while appropriately managing risk. Excellent verbal and written communication skills. While possessing deep expertise and confidence in employment matters, the candidate should be humble and approachable. A willingness to listen, learn, and not take oneself too seriously is highly valued. Independently, efficiently, and quickly handle legal matters and projects ranging from basic to complex. Stay current with all legal trends, regulations and laws. Uphold the highest standards of integrity and ethics in all interactions. Must prioritize honesty, transparency, and confidentiality in dealings with clients and colleagues. Additional duties and responsibilities may be required based on organization needs.

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