Deputy General Counsel, Employment Law

Job Summary

At Fuze Health, we put patients first and tirelessly address the most pressing needs in healthcare. We empower millions to digitally connect with care providers, essential health resources, and needed treatments – and enable care providers, employers, health plans and life sciences companies to meaningfully enhance quality, outcomes and value. We are dedicated to helping our partners evolve and modernize to meet emerging patient and marketplace needs.

Fuze Health’s foundation is built upon the strategic combination of several proven, technology‑powered innovators in the digital health, diagnostics, and pharmacy sectors. Our growing portfolio brings together the capabilities of industry leaders including Lets Get Checked , Truepill, and Alto Pharmacy, to create a distinctive, unified force in healthcare. Together, we have a shared vision, advanced capabilities, and talented teams to deliver next‑generation solutions that patients and healthcare partners need today and into the future.

The Deputy General Counsel, Employment & Labor serves as the primary legal leader and strategic advisor supporting Fuze Health’s workforce strategy, employment operations, and labor compliance functions. Operating at the intersection of healthcare delivery, workforce innovation, and organizational growth, this role is deeply embedded in the company’s talent strategy, clinical workforce model, and expansion initiatives.

The Deputy General Counsel will act as a leader in developing and implementing enterprise employment strategies, advising executive leadership on workforce architecture, organizational growth, and labor risk management. This role will provide strategic counsel on complex employment matters, workforce design, compensation and retention programs, regulatory compliance, and healthcare‑specific employment issues, while overseeing employment litigation, employee relations, and critical workforce‑related vendor partnerships.

• Strategic Enterprise & Workforce Architecture:
  Assist in the creation of global employment practices and strategies.
• Workforce Design:
  Architect and advise on complex workforce models combining corporate employees, W‑2 staff (telehealth and on‑site), independent contractors (1099), and multi‑state staffing partnerships.
• Growth & Scale Enablement:
  Evaluate the employment and labor law implications of corporate expansions, mergers and acquisitions, and new state market entries. Influence go/no‑go decisions based on structural employment risk and wage‑and‑hour modeling.
• Strategy & Workplace Protection
• Employment Strategy – Strategic Alignment:
  Ensure alignment between multi‑state employment practices, clinical licensing boards, and healthcare‑specific workplace regulations.
• Policy & Retention Strategy:
  Drive enterprise‑wide strategy for executive compensation agreements, restrictive covenants (non‑competes/solicitations), and specialized retention or separation programs.
• Regulatory Compliance & Risk Mitigation
• Regulatory Gatekeeping:
  Function as the internal strategic gatekeeper, ensuring hiring, compensation, and termination initiatives remain compliant and defensible under state and federal frameworks.
• Healthcare‑Specific Employment Risks:
  Routinely evaluate and mitigate exposure related to corporate practice of medicine (CPOM) implications on clinical employment, whistle blower protections, background screening/OIG exclusion checks, and peer review processes.
• Labor & Wage Compliance:
  Oversight of FLSA classifications (exempt vs. non‑exempt) for hybrid/remote workers, multi‑state wage‑and‑hour compliance, pay transparency laws, and workplace safety (OSHA) regulations.
• Leadership & Operational Oversight
• Team Management:
  Work within a dedicated team of attorneys, paralegals, and employee relations professionals, fostering a high‑performance, collaborative culture. Manage outside counsel resources.
• Litigation & Vendor Risk:
  Oversee outside counsel in employment litigation, administrative charges (EEOC, DOL, state analogs), and arbitrations. Direct critical vendor agreements involving professional employer organizations (PEOs), HR technology platforms,…