Assistant General Counsel - Employment

The Assistant General Counsel - Employment ("AGC") serves as the Firm's primary legal advisor on labor and employment law matters, with a particular focus on ensuring compliance with applicable federal, state, and local employment laws, developing internal employment policies, and partnering with Human Resources and Firm management on employee relations issues. This role is responsible for providing day-to-day counseling on workplace compliance, advising on disciplinary and corrective action matters, and mitigating legal risk arising from employment-related decisions. The AGC will work cross-functionally with Firm management, Human Resources, the Standing Committee, and department managers to promote a legally compliant and fair work environment.

This hybrid role requires an in-office presence at least three days per week to foster collaboration and connection. The onsite expectations are Tuesday, Wednesday, and Thursday of each week.

Employment Counsel Responsibilities

• Advise Firm management and Human Resources on compliance with federal, state, and local labor and employment laws, including Title VII, the ADA, FMLA, FLSA, NLRA, and applicable state/local equivalents.
• Develop, review, and update internal employment policies, procedures, and employee handbooks to ensure legal compliance and alignment with industry best practices.
• Conduct periodic audits of Firm policies and procedures to identify gaps, recommend corrective actions, and oversee implementation of updates.
• Advise and collaborate with Human Resources on all employee relations matters, including workplace investigations, performance management, disciplinary actions, grievances, and terminations.
• Curate and deliver employment-related training; ensure compliance with training requirements in the various jurisdictions in which we operate.
• Provide guidance on accommodation requests, leave administration, and return-to-work issues.
• Draft and review employment agreements, separation agreements, severance packages, and other employment-related documents.
• Advise on wage and hour compliance, classification of employees and independent contractors, and payroll-related legal issues.
• Develop and draft responses to charges filed with the EEOC, state human rights agencies, and other administrative bodies. Coordinate with insurers regarding same.
• Collaborate with the Firm’s Standing Committee on workplace investigations related to harassment, discrimination, and retaliation issues.
• Monitor legislative and regulatory developments in labor and employment law and communicate potential impacts to Firm leadership.
• Collaborate with outside counsel as needed on complex litigation, arbitration, or regulatory matters.
• Maintain records and documentation related to legal advice, investigations, and policy changes in accordance with the Firm's document retention policies.

Additional Office of the General Counsel Responsibilities ("OGC")

• Assist other members of the OGC on various Firm risk matters, including subpoena responses; claims/circumstances; and professional responsibility matters as needed.
• When appropriate, work on billable client related work in area of expertise.
• Comfortable representing the Firm in court, if necessary.

Qualifications

• Juris Doctor (J.D.) from an accredited law school.
• Active membership in good standing with the state bar in the jurisdiction(s) where the Firm operates.
• Minimum of 5-7 years of experience practicing labor and employment law, with substantial experience advising on workplace policies, employee relations, and other HR compliance matters.
• Demonstrated knowledge of federal, state, and local employment laws and regulations.
• Experience conducting or overseeing workplace investigations.
• Strong analytical, problem-solving, and written and oral communication skills.
• Ability to exercise sound judgment and maintain confidentiality in sensitive matters.
• Proven ability to work collaboratively with HR professionals, management, and cross-functional teams.
• Experience developing and delivering compliance training programs preferred.

Compensation range is $269,000 to $337,000 commensurate with related experience and qualifications. The salary of the candidate selected for this role will be set based on a variety of factors, including but not limited to internal equity, experience, specialty, and training. The above salary range (or hiring range) represents the Firm's reasonable estimate of the range of possible compensation at the time of posting.

About Foley Hoag

Founded in 1943, Foley Hoag has grown into an award- winning, international law firm that focuses on innovative industries and high-stakes litigation. From our offices in Boston, Washington DC, New York, Denver, and Paris, more than 300 lawyers and 300 professionals in business services exhibit authentic collegiality, genuine respect for each other, and the drive to deliver exceptional client service.

Since our founding, Foley Hoag has been a leader and catalyst for change in the legal industry and beyond. We value the diversity of perspectives and experiences that enrich our work and our world and seek to hire the best lawyers and business services professionals, regardless of religions, race, gender, or any other factor. We strive every day to ensure everyone at Foley Hoag feels valued through career development, affinity groups, mentorship programs, culture and community-building events and more. We offer a competitive compensation and benefits package, and a connected, challenging, professional, and fun place for you to thrive in the next chapter of your career.

Foley Hoag LLP is an equal opportunity employer

This means that Foley Hoag LLP considers applicants for employment, and makes employment decisions without unlawful regard to sex, race, color, religion, citizenship, national origin, ancestry, sexual orientation, gender identity, age, marital or domestic partner/civil union status, military service, or veteran status,disability, and any other characteristic covered by applicable federal, state or local nondiscrimination laws.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

We do not pay search firm or agency fees when speculative and unsolicited candidate profiles are submitted. Please be advised that at this time we are not considering new agreements with search firms/ agencies not currently on our preferred supplier list for Business Services Professionals recruitment.