Employment Attorney

Overview

Join an amazing team that is consistently recognized for our achievements and culture, including our most recent Forbes award of being one of America's Best Midsize Employers for 2026!

Position Summary:

We're looking for an Employment Attorney, reporting to the General Counsel, to sit at the intersection of Legal, the HR/People Team, and the business. Someone who can combine deep employment law expertise with practical judgment, empathy, and a strong partnership mindset.

In this role, you will

* Be a trusted advisor to the Executive Leadership Team, HR/People Team, and business leads across the company on the people decisions that matter most.

* Lead a modern approach to employment risk management, investigations, and governance.

* Help design and scale policies, training, and tools that make it easier to do the right thing, the right way.

Responsibilities

Essential Job Functions:

Be a strategic partner to People Team and business leaders

* Translate complex employment law concepts into clear, actionable guidance for HR/People leaders and managers across performance management, discipline, terminations, accommodations, leaves, wage and hour, remote work, and other employment issues.

* Act as a thought partner on program and policy design (e.g., performance, hiring, RIFs/restructuring), ensuring decisions are both compliant and aligned to business strategy and culture.

* Provide risk-calibrated options, clearly framing legal risk, business impact, and trade-offs instead of simple "yes/no" answers.

Lead employment risk, investigations, and dispute strategy

* Oversee or conduct internal workplace investigations (harassment, discrimination, retaliation, ethics, and other complex matters), ensuring thorough, timely, and balanced fact-finding with clear recommendations and documentation.

* Manage demand letters, and pre-litigation matters in partnership with external counsel, balancing legal strategy, business objectives, and employee experience.

* Develop and maintain frameworks, playbooks, and escalation paths that help HR/People and leaders proactively identify, assess, and manage employment risk.

Shape policy, governance, and employment decision-making

* Draft, review, and update employee handbooks, policies, and agreements (e.g., arbitration, severance, restrictive covenants) to align with evolving federal, state, and local requirements.

* Monitor legal and regulatory developments (e.g., pay transparency, leaves, wage and hour, AI in employment decisions, privacy) and translate them into practical changes to policies, processes, and tools.

* Help define a scalable, modern governance model that balances business needs, employee experience, and legal compliance with the right level of rigor, consistency, and documentation (but not unnecessary bureaucracy).

Train and enable leaders, HR/People, and teams overall

* Design and deliver training for HR/People, managers, and leaders on investigations, documentation, performance management, accommodations/leave, anti-harassment, and other employment topics.

* Build self-service tools and guidance (FAQs, playbooks, templates) so HR/People and business partners can handle routine issues confidently and escalate the right issues at the right time.

* Use case trends and insights from HRIS and case management systems to inform training, policy updates, and leadership behavior.

Work cross functionally to modernize how we work

* Partner closely with HR/People, Legal, Compliance, Internal Audit, IT, Security, and external counsel to ensure decisions are coordinated, informed, efficient, and business-aligned.

* Contribute to People and enterprise initiatives (e.g., AI in HR, modern work practices, remote/hybrid strategies) by advising on employment law, privacy, and ethical implications.

* Model a team-first, low-ego, high-judgment way of working that builds trust across functions.

What success looks like

* People leaders and managers see Employment Counsel as their first call for strategic, high-risk people decisions not just narrow compliance questions.

* Performance, investigations, terminations, and organizational decisions are faster, clearer, and better documented, with…