Director, Labor & Employment

Key Responsibilities

• Counseling
• Serve as the primary legal advisor on labor and employment-related matters across the company.
• Provide day-to-day legal counsel to Human Resources and leadership regarding:
• Employment Compliance
• Performance Management
• Progressive Discipline
• Leaves of Absence
• Accommodations
• Workplace Complaints
• Terminations
• Wage & Pay Concerns
• Interpret and advise on federal, state, and local employment laws and regulations.
• Deliver practical, business-oriented legal guidance that appropriately balances risk mitigation and operational flexibility.
• Workplace Investigations
• Lead and manage internal investigations involving, among others:
• Discrimination
• Harassment
• Retaliation
• Misconduct
• Policy Violations
• Employee Complaints
• Conduct witness interviews, assess evidence, document findings, and provide recommendations for resolution.
• Partner closely with HR and leadership teams to ensure investigations are handled professionally, consistently, and in alignment with company values and legal standards.
• Serve as a trusted internal advisor during sensitive employee relations matters and high-risk workplace situations.
• Employment Policy Development & Compliance
• Research, monitor, and maintain current knowledge of labor and employment laws and regulatory changes impacting company operations.
• Review, develop, revise, and implement employment policies, procedures, handbooks, and compliance practices.
• Aid in building scalable employment frameworks and operational standards to support the company’s continued national expansion.
• Support ongoing policy modernization initiatives and operational best practices.
• Litigation Management & Pre-Litigation Strategy
• Manage employment-related litigation and pre-litigation matters from initial complaint through resolution.
• Draft and oversee responses to:
• EEOC Charges
• DOL or Similar Regulatory Inquiries
• OSHA Matters
• Subpoenas
• Administrative Claims
• Demand Letters
• Coordinate litigation strategy alongside outside counsel, including participation in:
• Defensive litigation proceedings
• Offensive restrictive covenant enforcement actions
• Partner with other attorneys in the group, supervise and manage outside counsel relationships, including scope management, performance oversight, and legal spend management.
• Aid in litigation forecasting, risk assessments, settlement evaluations, and legal budgeting.
• Training & Cross-Functional Partnership
• Identify company training needs related to labor and employment compliance.
• Develop and assist in delivering management training programs covering:
• Workplace Conduct
• Investigations
• Harassment Prevention
• Documentation Practices
• Employment Law Compliance
• Collaborate cross-functionally with other departments and executive leadership teams.
• Strategic Employment Support
• Support company initiatives involving workforce structure, operational growth, and evolving employment compliance needs.
• Provide legal guidance during organizational changes, workforce transitions, and strategic operational initiatives.
• Participate in special projects and strategic initiatives assigned by executive leadership.

Physical Requirements

The physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations can be made to enable individuals with disabilities to perform the essential functions. This position may involve any or all of the following (not a complete list): sitting and standing for long periods of time; bending and stooping required; lifting up to 10 lbs. regularly and up to 50+ lbs. may be required; using a computer for extended periods: typing, staring at a bright monitor or TV screen; using fingers, wrists, and arms; stress on back may occur.