Deputy General Counsel, Employment Law
About the role
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.
Responsibilities
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, whistleblower 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, and specialized talent acquisition vendors.
Qualifications
Education & Licensure: J.D. from an accredited law school and an active license in good standing to practice law in at least one U.S. jurisdiction.
Experience: 12–14 years of legal experience specializing in labor and employment law (a combination of top-tier law firm and in-house experience in a high-growth environment is highly preferred).
Healthcare/Clinical Workforce Expertise: Deep subject matter expertise in managing employment matters within the healthcare, telehealth, or digital health ecosystem, including specific experience with clinical/physician workforce nuances.
Strategic Acumen: Demonstrated history of operating as a lead advisor to executive leadership and HR executives on high-stakes, enterprise-wide employment strategies and organizational restructurings.
Subject Matter Knowledge: Comprehensive knowledge of federal and state employment laws (Title VII, ADA, FMLA, FLSA, ERISA) and healthcare-adjacent workplace risks (whistleblower laws, CPOM alignment, clinical credentialing overlap).
Leadership: Proven management skills with experience leading internal attorneys, directing outside counsel budgets, and driving enterprise-level labor strategy across cross-functional executive teams.
Working Style: Exceptional communication and judgment, with the ability to provide rapid-turn analysis on urgent employee relations matters and assess broader strategic, reputational, and cultural risk beyond black-letter labor statutes.