Counsel, Law

The Estée Lauder Companies Inc. is one of the world’s leading manufacturers, marketers, and sellers of quality skin care, makeup, fragrance, and hair care products, and is a steward of luxury and prestige brands globally. The company’s products are sold in approximately 150 countries and territories under brand names including: Estée Lauder, Aramis, Clinique, Lab Series, Origins, M·A·C, La Mer, Bobbi Brown Cosmetics, Aveda, Jo Malone London, Bumble and bumble, Darphin Paris, TOM FORD, Smashbox, AERIN Beauty, Le Labo, Editions de Parfums Frédéric Malle, GLAMGLOW, KILIAN PARIS, Too Faced, Dr.Jart+, the DECIEM family of brands, including The Ordinary and NIOD, and BALMAIN Beauty.

Advise and counsel all levels within the company’s North America team and Aveda business, including senior leadership, to identify critical legal issues, assess potential legal options, and provide individuals and teams with an analysis and range of possible legal solutions.

Structure, draft, negotiate, and/or review a variety of commercial contracts, such as retailer agreements, distribution agreements, amenities agreements, pure play e‑commerce agreements, and franchising.

Strive for work efficiency with solutions to build or improve operation process.

Collaborate with legal and business subject matter experts to advise on cross‑functional projects.

Assist with due diligence for potential acquisitions and assist with integration matters for newly acquired brands.

Collaborate on litigation matters related to commercial activity.

8+ years of experience, including law firm and ideally in‑house counsel experience.

• Fluent in both written and conversational English.
• Excellent legal and business judgment; Someone who strives for excellence in execution and follow through, including excellent transactional drafting and negotiation skills.
• Experience within the cosmetics industry or consumer products industry desirable but not required.

In addition to base salary, this position is eligible for participation in a highly competitive bonus program and share incentive plan.

It is the Company’s policy not to discriminate against any employee or applicant for employment on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. The Company will endeavor to provide a reasonable accommodation consistent with the law to otherwise qualified employees and prospective employees with a disability and to employees and prospective employees with needs related to their religious observance or practices.

Michigan Applicants: Persons with disabilities needing accommodations for employment must notify the company in writing of the need for an accommodation within 182 days after the date the person with a disability knew or reasonably should have known that an accommodation was needed. Philadelphia’s Fair Chance Hiring Law. Rhode Island Applicants: The company is subject to chapters 29‑38 of title 28 of the general laws of Rhode Island and is therefore covered by the state’s workers’ compensation law.

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