Associate General Counsel II - Employment Advice and Counseling

Position Schedule

Full-Time

This job posting is anticipated to remain open for 30 days, from 08-Apr-2026. The posting may close early due to the volume of applicants.

Purpose

At Edward Jones, our purpose is to partner for positive impact to improve the lives of our clients and colleagues, and together, better our communities and society.

Opportunity

Edward Jones is seeking an experienced employment attorney. The role’s primary responsibility will be to provide strategic advice and counseling on a broad range of workplace law matters to business stakeholders. The role is primarily consultative and preventative in nature, partnering closely with HR, business leaders, and Legal colleagues to manage risk, ensure compliance, and support business objectives. A core focus of this role is serving as the firm’s primary employment counseling resource for wage‑and‑hour compliance, including advising on compensation structures, classification decisions, multi‑state pay practices, and evolving federal, state, and local requirements. The majority of the role will be dedicated to proactive advice and counseling, with class and collective action support comprising a smaller but important portion of the position including partnering with other Legal team members and outside counsel as needed on select matters, managing outside counsel, developing and recommending case strategy, and providing day‑to‑day advice on class and collective action mitigation strategies to business leaders. Candidates must have significant experience managing employment‑related class and collective actions, including wage‑and‑hour, discrimination, or ERISA matters. This should include meaningful experience at a law firm serving as the most senior attorney responsible for day‑to‑day case management. The successful candidate is highly motivated and proactive, drives for solutions that balance legal and business concerns, enjoys working hard and being challenged, and communicates and collaborates effectively with individuals at all levels of the organization. This position will report to the Employment Team Leader.

Key Responsibilities

• Act as trusted advisor, providing day‑to‑day legal advice and counseling to HR, managers, and business leaders on a wide range of employment law matters, with an emphasis on risk mitigation and practical, business‑oriented solutions.

• Serve as a subject‑matter expert on wage and hour compliance, including classification, overtime, incentive plans, timekeeping, meal and rest breaks, and state and local wage laws.

• Provide ongoing strategic counseling on firm‑wide wage‑and‑hour compliance, including leading classification reviews, pay‑practice assessments, and remediation efforts.

• Monitor and assess legislative, regulatory, and legal developments in wage‑and‑hour law, translating emerging risk into practical guidance, policy updates, and proactive compliance strategies.

• Partner with Human Capital, Finance, and other stakeholders on the design and rollout of compensation and incentive programs to ensure wage‑and‑hour compliance across jurisdictions.

• Anticipate downstream litigation risk through policy, practice, and program design and provide clear, decisive recommendations, not just issue‑spotting.

• Review, draft, and update employment‑related policies, agreements, and guidance materials, including handbooks, compensation practices, and workplace standards.

• Partner closely with HR and other internal stakeholders on complex associate relations issues, reductions in force, leaves of absence, accommodations, investigations, and disciplinary matters.

• Conduct or support internal audits, risk assessments, and training initiatives to promote compliance with federal, state, and local employment laws.

• Support broader Legal initiatives, including M&A and business projects, by providing employment law guidance related to due diligence, integration, and workforce planning.

• Help manage the firm’s employment‑related class, collective, and representative action portfolio, including putative national and state‑specific matters.

• Contribute to the development and execution of litigation strategy for employment class and collective actions.

• Supervise outside counsel as assigned, including budgeting, staffing plans, matter updates, and compliance with billing guidelines.

• Provide practical, business‑aligned guidance to Human Capital partners and senior leaders on class action risk, trends, and mitigation opportunities in policy, process, and program design.

• Conduct root‑cause assessments following litigation outcomes and partner with Human Capital, Operations, and other business stakeholders to enhance internal controls.

Compensation and Benefits

Edward Jones’ compensation and benefits package includes medical and prescription drug, dental, vision, voluntary benefits (such as accident, hospital indemnity, and critical illness), short‑ and long‑term disability, basic life, and basic AD&D coverage. Short‑ and long‑term disability, basic life, and basic AD&D coverage are provided at no cost to associates. Edward Jones offers a 401k retirement plan, and tax‑advantaged accounts: health savings account, and flexible spending account. Edward Jones observes ten paid holidays and provides 15 days of vacation for new associates beginning on January 1 of each year, as well as sick time, personal days, and a paid day for volunteerism. Associates may be eligible for bonuses and profit sharing. All associates are eligible for the firm’s Employee Assistance Program. For more information on the benefits available to Edward Jones associates, please visit our benefits page (

Hiring Minimum

$144000

Hiring Maximum

$245100

Skills/Requirements

• J.D. and license to practice in Missouri or an ability to obtain within six months of hire (including pursuant to Missouri Rule 8.105 if necessary).
• Minimum of 5 years of progressive responsibility as an attorney; experience may include time in‑house, but should also include substantial prior law‑firm experience directly managing these types of litigation matters, not solely supervising outside counsel.
• Demonstrated depth of experience advising on complex wage‑and‑hour compliance issues, including multi‑state operations, exempt/non‑exempt classification, compensation program design, and proactive wage and hour audits or compliance reviews.
• Extensive knowledge of class and collective action litigation strategy, procedure, and mitigation.
• Experience with class and collective action litigation strategy development, discovery oversight, motion practice, managing teams, and interaction with opposing counsel.
• Experience with ERISA, wage and hour, and/or discrimination class actions.
• Demonstrated ability to analyze, value, and resolve complex litigation matters.
• Excellent verbal and written communication skills.
• Excellent interpersonal skills with proven ability to build and maintain strong relationships.
• Exceptional organization and time management skills with the ability to prioritize, coordinate and satisfy numerous competing demands.
• Adaptable and comfortable with uncertainty and ambiguity.
• A commitment to personal and professional growth.
• Work experience related to the securities industry is preferred.
• Experience with California law and PAGA claims is strongly preferred.

Internal Applicants Only

Current home‑based associates: While this role is posted as hybrid, if selected and accepted, you may retain your home‑based status. Edward Jones intends in good faith to continue offering the role as home‑based, though future business or regulatory needs may require on‑site work.

Work Location

Candidates that live within a commutable distance from our Tempe, AZ and St. Louis, MO home office locations are expected to work in the office four days per week effective June 1, 2026. Before June 1, 2026, candidates that live within a commutable distance from our Tempe, AZ and St. Louis, MO home office locations are expected to work in the office three days per week, with preference for Tuesday through Thursday.

Edward Jones does not discriminate on the basis of race, color, gender, religion, national origin, age, disability, sexual orientation, pregnancy, veteran status, genetic information or any other basis prohibited by applicable law.