Corporate Counsel - Compliance, Wage & Hour, and Labor & Employment

The Role

The Corporate Counsel, Compliance, Wage & Hour, and Labor & Employment – AMER will play a critical role in ensuring legal and regulatory compliance across the AMER region for both Corporate and CMH operations. This role reports directly to the Vice President and Associate General Counsel supporting Labor & Employment, Government Affairs and Global Procurement and is responsible for advising on compliance obligations; implementing and monitoring legal requirements; supporting HR, Payroll, and operational leaders; and driving risk mitigation initiatives. This role will also work with the Corporate Counsel, Labor & Employment. The successful candidate will manage a broad portfolio spanning compliance audits, wage & hour issues, policy updates, investigations, training, and regulatory reporting.

Your Day-to-Day

Ensure ongoing compliance by monitoring legislative changes, updating policies, conducting audits (automated, manual, and on‑site), and supporting hotel/corporate teams with proper implementation of HR, payroll, and training requirements.

Oversee wage & hour compliance by advising on FLSA classifications, reviewing payroll practices, ensuring accurate timekeeping, and guiding requirements for meal/rest breaks and tipped employees.

Manage employment regulatory processes by advising on state‑specific mandates, overseeing compliant termination practices, and ensuring timely submission of external regulatory reports.

Lead investigations and documentation by conducting internal reviews, maintaining legally compliant records, and drafting/reviewing legal agreements, onboard documents, disclosures, and arbitration materials.

Deliver training and audits by developing compliance education, performing risk assessments, partnering on remediation plans, and driving continuous improvement across processes.

Direct legal strategy and oversight by managing mediations/litigation, engaging and guiding outside counsel, advising leadership on legal risks, and ensuring efficient resolution of department and division legal matters.

Provide leadership and operational governance by managing team performance, budgets, and legal documentation; counseling leaders on strategic decisions; representing the organization externally; and coaching/developing staff where applicable.

What We Need From You

• Bachelor’s degree and Juris Doctor; active member of the Georgia State Bar in good standing.
• More than 3 years of post‑qualification, progressive legal practice experience.
• Expertise in litigation; labor & employment preferred
• Proven ability to draft a wide range of legal documents.
• Demonstrated project management skills, including planning and executing large‑scale initiatives.
• Experience leading, advising, and developing teams or individuals.
• Strong verbal and written communication skills for interactions with clients, outside counsel, vendors, senior management, and staff.

Location

Atlanta, GA. Our hybrid work structure is an expectation of three (3) days a week in office. This expectation may be adjusted to evolve with the changing needs of the business.

The salary range for this role is $139,000 to $189,000 . This role is also eligible for bonus pay (as applicable). We offer a comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401K, and other benefits to employees.

Don't quite meet every single requirement, but still believe you'd be a great fit for the job? We'll never know unless you hit the 'Apply' button. Start your journey with us today.

Important information

• The salary range listed is the lowest to highest pay scale we, in good faith, believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the pay range will be based on several factors, including relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs.
• No amount of pay is considered to be wages or compensation until it is earned, vested, and determinable. The amount and availability of any bonus, commission, or other form of compensation allocable to a particular employee remain in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
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