Corporate Counsel, Labor and Employment

The Corporate Counsel position is responsible for supporting various Safelite business units and providing legal counsel. This role will support legal compliance and minimize risk exposure to the business with regard to labor and employment matters. This position will also assist the benefits team by providing day to day counsel.

What You'll Do

• Provide day-to-day legal advice to business function leaders on matters of labor, employment and employee benefits. Providing such advice while situationally assessing operational processes and business strategies and identifying/evaluating potential risk and rewards.

• Researching and keeping up-to-date on the ever-changing labor and employment laws and trends nationwide (federal, state and local).

• Prepare and provide periodic communications and presentations to business function leaders regarding how changes in labor and employment laws affect their world. Some examples will include: California trends, union/NLRA activity, ADA, FMLA, etc.

• Assist AGC with managing employment litigation and claims. Regularly update the electronic matter management system on employment matters. Prepare various legal reports related to employment matters.

• Interpret, advise and prepare responses for government related investigations, complaints and requests.

What You'll Need

• Juris Doctorate

• 3-6 years of experience

• Experience practicing Employment and Benefits Law in a corporate or a big law firm setting.

• Having experience in California employment law as well as class action and complex litigation.

• Experience with Employee Benefits Plans.

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Our people are passionate about what they do, the product they sell, and the customers they serve. If you're looking for an opportunity to be a part of a work family that values collaboration, innovation and dedication, we're the right company for you.

This position description is not all inclusive for every aspect of this role. Reasonable accommodation will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job's essential duties because of an ADA disability. Other qualifications may be required to ensure employment eligibility in accordance with local laws and regulations and with Safelite Group, Inc. policies and practices.

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