Lead Counsel, Employment, Benefits & Executive Compensation
McKesson · Florida, United States · 1 mo ago
RemoteRemoteInformation Technology$157k–$261k/yrFull-time
We need to output HTML fragment with sections: About the role? The posting includes description about role, responsibilities, qualifications, benefits, pay, schedule? There's schedule not mentioned. Benefits: mention competitive compensation package, base pay range, annual bonus, long-term incentive, benefits link. So we can include Benefits section with description of compensation package, base pay range, bonus, LTI, benefits link. Pay section maybe separate? The instruction: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should include sections only if posting has real specific content. We have About the role (intro paragraph). Responsibilities (list). Qualifications (list). Skills maybe part of Qualifications? Could combine. Benefits (description). Pay (base pay range). Schedule not present, so omit. Also need to include location/hybrid work model maybe as part of About? Could be in About the role or separate? Not required.
We must not repeat job title as heading. No Job ID. Remove boilerplate: EEO, scam warning, etc. Also remove navigation, cookie, legal, duplicated lines. Keep substantive info.
We need to preserve all substantive information: include description of McKesson, MMS, role purpose, reporting line, responsibilities list, qualifications list, preferred qualifications, hybrid work model, travel, authorization, base pay range, benefits description.
We must not invent or summarize away detail. Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should include sections only if posting has real specific content. We have About the role (intro paragraph). Responsibilities (list). Qualifications (list). Skills maybe part of Qualifications? Could combine. Benefits (description). Pay (base pay range). Schedule not present, so omit. Also need to include location/hybrid work model maybe as part of About? Could be in About the role or separate? Not required.
We must not repeat job title as heading. No Job ID. Remove boilerplate: EEO, scam warning, etc. Also remove navigation, cookie, legal, duplicated lines. Keep substantive info.
We need to preserve all substantive information: include description of McKesson, MMS, role purpose, reporting line, responsibilities list, qualifications list, preferred qualifications, hybrid work model, travel, authorization, base pay range, benefits description.
We must not invent or summarize away detail. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to decide sections:
- About the role: prose summarizing role purpose, reporting, context.
- Responsibilities: list of key responsibilities bullet points.
- Qualifications: list of minimum requirements and maybe critical skills? Could separate Requirements and Qualifications? The instruction list includes Requirements and Qualifications separate. But we can combine if content overlaps. Better to have Requirements (minimum requirements) and Qualifications (critical skills & experience, preferred qualifications). However we must not create thin sections. Let's see content: Minimum Requirements: JD and active US bar membership; 10-15 years relevant legal experience. Critical Skills & Experience: list of experience areas, abilities. Preferred Qualifications: industry experience. Additional Information: hybrid work model, travel, authorization. So we could have:
Requirements
with JD, bar membership, 10-15 years experience.
Qualifications
with critical skills & experience list and preferred qualifications.
Alternatively combine into one Qualifications section. But instruction says we can use those headings; we should include only if real content. We have both.
Benefits: description of competitive compensation package, base pay range, bonus, LTI, benefits link.
Pay: maybe separate section for base pay range? But benefits already includes pay range. Could have Pay section with base pay range. Benefits section with other compensation and benefits link. However instruction says prefer few substantive sections over many thin ones. So maybe combine Pay and Benefits into one Benefits section that includes base pay range, bonus, LTI, benefits link. That seems okay.
Schedule: not present, omit.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Benefits.
Now craft HTML.
We need to preserve all substantive information: include description of McKesson, MMS, role purpose, reporting line, etc. Ensure we don't lose any detail.
Let's extract prose:
First paragraph: "McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care. What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you."
Then: "The MMS Legal Department is seeking a Lead Counsel, Employment to join its Technology, Risk & People (TRP) pillar. This role is critical to MMS’s transition to a standalone company. The TRP team provides practical, business-oriented legal support across human resources, employee benefits, executive compensation, technology, compliance, and risk-related matters, helping the business achieve its objectives while appropriately managing legal and regulatory risk. The role reports to the Managing Principal Counsel, Technology, Risk & People. This position serves as a trusted legal partner providing day-to-day advice on employment, workforce, benefits, and people-related matters. The successful candidate will work closely with cross-functional stakeholders to identify and address legal risks, support key business and workforce initiatives, and help develop practical, scalable solutions that balance legal requirements with business needs. The role requires sound judgment, strong collaboration skills, a proactive mindset, and the ability to operate effectively in a dynamic environment with evolving priorities and occasional ambiguity. The Lead Counsel is expected to serve as a strategic thought partner to senior Human Resources, Finance, Compensation, and business leaders. This individual will assess complex legal and business risks, guide high-impact workforce decisions, develop governance and compliance frameworks, and help shape long-term people-related strategies while balancing legal, regulatory, operational, and business considerations. This position offers the opportunity to help build foundational processes and legal frameworks that support organizational growth, workforce innovation, and compliance in a newly independent healthcare company."
That's the About the role.
Now Responsibilities: list bullet points from "Key Responsibilities" section.
We need to capture each bullet:
- Legal Counseling: Serve as the company's lead legal advisor on labor, employment, employee benefits, and executive compensation matters, providing strategic, risk-based counsel on complex and high-profile workforce issues, organizational changes, executive matters, and enterprise initiatives.
- Ownership & Build: Lead legal support for enterprise-wide workforce, benefits, and executive compensation initiatives. Design and implement scalable legal, compliance, and governance frameworks that support organizational growth, workforce transformation, and public-company readiness. Partner across legal functions to develop coordinated enterprise risk management strategies.
- Drafting: Draft or comment on various HR, employment and benefits related agreements, policies and guidelines.
- Collaboration: Partner with HR, business leaders and cross functional leaders to proactively identify and manage labor, employment, benefits, and executive compensation risks, and implement practical, preventative solutions.
- Outside Counsel Oversight: Effectively manage outside counsel, including budgeting, scope management, and review of work product. Partnering with Senior Litigation Counsel as appropriate.
- Execution & Adaptability: Manage competing priorities, adjust to changing business needs, and operate effectively with limited structure in certain areas.
- Regulatory Awareness: Anticipate emerging legal and regulatory developments affecting employment, benefits, executive compensation, and workforce strategy. Assess enterprise impact and lead implementation of proactive compliance and risk mitigation initiatives.
Now Requirements: Minimum Requirements: JD and active U.S. bar membership; 10-15 years of relevant legal experience at a law firm and/or in-house legal department (preferred). Actually "preferred" note in parentheses. We'll keep as is.
Now Qualifications: Critical Skills & Experience list:
- Experience with: Employment law counseling; HR policy development; Benefit plan design and administration legal counseling (a plus); Executive compensation legal counseling (a plus)
- Demonstrated ability to independently lead complex legal matters and influence executive-level decision-making.
- Strong executive presence with the ability to advise and challenge senior leaders while maintaining trusted relationships.
- Proven ability to lead cross-functional initiatives across HR, Finance, Compliance, Internal Audit, Regulatory Affairs, and business operations.
- Working knowledge of 50 state labor and employment laws
- Working knowledge of benefits and executive compensation laws (a plus)
- Strong drafting, negotiation, and issue-spotting skills
- Strong research skills
- Ability to provide clear, practical legal guidance
- Proven ability to adapt to evolving business needs and operate effectively in ambiguous situations
- Strong collaboration and communication skills
Preferred Qualifications: Experience in the healthcare, life sciences, pharmaceutical, medical device, healthcare technology, or healthcare distribution industries.
Additional Information: Hybrid work model (Richmond, VA (Preferred); Jacksonville, FL; Alpharetta, GA); Up to 25% travel; Authorization Must be authorized to work in the United States; sponsorship is not available.
Now Benefits/Pay: "Our Base Pay Range for this position $156,800 - $261,300". Also: "We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. The pay range shown below is aligned with McKesson's pay philosophy, and pay will always be compliant with any applicable regulations. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered. For more information regarding benefits at McKesson, please click here."
Thus Benefits section: include competitive compensation package description, base pay range, annual bonus, long-term incentive, benefits link.
Now we must not include boilerplate: EEO, scam warning, equal opportunity, disability accommodation, etc. Also remove "About McKesson Medical-Surgical" description? That is substantive about the company; maybe we should keep? It's about MMS description. It is part of posting; it's substantive. Should we keep? It describes MMS, which is relevant to role. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep that description as part of About the role maybe. However we already have a lot of About the role text; we could incorporate MMS description there. But we must not lose it. Let's see if we already included MMS description? We included some about MMS being expected to become Wellverse, etc. Actually we didn't include that paragraph: "About McKesson Medical-Surgical McKesson Medical-Surgical (MMS), which is expected to become Wellverse in early 2027, is a subsidiary and publicly reported segment of the McKesson Corporation. MMS distributes medical-surgical supplies, pharmaceuticals, diagnostic equipment and supplies, along with other solutions and services to virtually every type of healthcare setting and provider outside of the traditional hospital. ..." That's substantive. We should include it, perhaps in About the role section after the initial McKesson description. Let's incorporate.
Thus About the role will have two paragraphs: first about McKesson overall, second about MMS details, then role specifics.
Now ensure we don't include any boilerplate like "McKesson is an Equal Opportunity Employer" etc.
Now craft HTML.
We'll output:
About the role
...
Responsibilities
- ...
...
Requirements
- JD and active U.S. bar membership
- 10-15 years of relevant legal experience at a law firm and/or in-house legal department (preferred)
Qualifications
- Experience with: Employment law counseling; HR policy development; Benefit plan design and administration legal counseling (a plus); Executive compensation legal counseling (a plus)
- Demonstrated ability to independently lead complex legal matters and influence executive-level decision-making.
- Strong executive presence with the ability to advise and challenge senior leaders while maintaining trusted relationships.
- Proven ability to lead cross-functional initiatives across HR, Finance, Compliance, Internal Audit, Regulatory Affairs, and business operations.
- Working knowledge of 50 state labor and employment laws
- Working knowledge of benefits and executive compensation laws (a plus)
- Strong drafting, negotiation, and issue-spotting skills
- Strong research skills
- Ability to provide clear, practical legal guidance
- Proven ability to adapt to evolving business needs and operate effectively in ambiguous situations
- Strong collaboration and communication skills
for prose. We need to decide sections: - About the role: prose summarizing role purpose, reporting, context. - Responsibilities: list of key responsibilities bullet points. - Qualifications: list of minimum requirements and maybe critical skills? Could separate Requirements and Qualifications? The instruction list includes Requirements and Qualifications separate. But we can combine if content overlaps. Better to have Requirements (minimum requirements) and Qualifications (critical skills & experience, preferred qualifications). However we must not create thin sections. Let's see content: Minimum Requirements: JD and active US bar membership; 10-15 years relevant legal experience. Critical Skills & Experience: list of experience areas, abilities. Preferred Qualifications: industry experience. Additional Information: hybrid work model, travel, authorization. So we could have:
Requirements
with JD, bar membership, 10-15 years experience.Qualifications
with critical skills & experience list and preferred qualifications. Alternatively combine into one Qualifications section. But instruction says we can use those headings; we should include only if real content. We have both. Benefits: description of competitive compensation package, base pay range, bonus, LTI, benefits link. Pay: maybe separate section for base pay range? But benefits already includes pay range. Could have Pay section with base pay range. Benefits section with other compensation and benefits link. However instruction says prefer few substantive sections over many thin ones. So maybe combine Pay and Benefits into one Benefits section that includes base pay range, bonus, LTI, benefits link. That seems okay. Schedule: not present, omit. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Benefits. Now craft HTML. We need to preserve all substantive information: include description of McKesson, MMS, role purpose, reporting line, etc. Ensure we don't lose any detail. Let's extract prose: First paragraph: "McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care. What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you." Then: "The MMS Legal Department is seeking a Lead Counsel, Employment to join its Technology, Risk & People (TRP) pillar. This role is critical to MMS’s transition to a standalone company. The TRP team provides practical, business-oriented legal support across human resources, employee benefits, executive compensation, technology, compliance, and risk-related matters, helping the business achieve its objectives while appropriately managing legal and regulatory risk. The role reports to the Managing Principal Counsel, Technology, Risk & People. This position serves as a trusted legal partner providing day-to-day advice on employment, workforce, benefits, and people-related matters. The successful candidate will work closely with cross-functional stakeholders to identify and address legal risks, support key business and workforce initiatives, and help develop practical, scalable solutions that balance legal requirements with business needs. The role requires sound judgment, strong collaboration skills, a proactive mindset, and the ability to operate effectively in a dynamic environment with evolving priorities and occasional ambiguity. The Lead Counsel is expected to serve as a strategic thought partner to senior Human Resources, Finance, Compensation, and business leaders. This individual will assess complex legal and business risks, guide high-impact workforce decisions, develop governance and compliance frameworks, and help shape long-term people-related strategies while balancing legal, regulatory, operational, and business considerations. This position offers the opportunity to help build foundational processes and legal frameworks that support organizational growth, workforce innovation, and compliance in a newly independent healthcare company." That's the About the role. Now Responsibilities: list bullet points from "Key Responsibilities" section. We need to capture each bullet: - Legal Counseling: Serve as the company's lead legal advisor on labor, employment, employee benefits, and executive compensation matters, providing strategic, risk-based counsel on complex and high-profile workforce issues, organizational changes, executive matters, and enterprise initiatives. - Ownership & Build: Lead legal support for enterprise-wide workforce, benefits, and executive compensation initiatives. Design and implement scalable legal, compliance, and governance frameworks that support organizational growth, workforce transformation, and public-company readiness. Partner across legal functions to develop coordinated enterprise risk management strategies. - Drafting: Draft or comment on various HR, employment and benefits related agreements, policies and guidelines. - Collaboration: Partner with HR, business leaders and cross functional leaders to proactively identify and manage labor, employment, benefits, and executive compensation risks, and implement practical, preventative solutions. - Outside Counsel Oversight: Effectively manage outside counsel, including budgeting, scope management, and review of work product. Partnering with Senior Litigation Counsel as appropriate. - Execution & Adaptability: Manage competing priorities, adjust to changing business needs, and operate effectively with limited structure in certain areas. - Regulatory Awareness: Anticipate emerging legal and regulatory developments affecting employment, benefits, executive compensation, and workforce strategy. Assess enterprise impact and lead implementation of proactive compliance and risk mitigation initiatives. Now Requirements: Minimum Requirements: JD and active U.S. bar membership; 10-15 years of relevant legal experience at a law firm and/or in-house legal department (preferred). Actually "preferred" note in parentheses. We'll keep as is. Now Qualifications: Critical Skills & Experience list: - Experience with: Employment law counseling; HR policy development; Benefit plan design and administration legal counseling (a plus); Executive compensation legal counseling (a plus) - Demonstrated ability to independently lead complex legal matters and influence executive-level decision-making. - Strong executive presence with the ability to advise and challenge senior leaders while maintaining trusted relationships. - Proven ability to lead cross-functional initiatives across HR, Finance, Compliance, Internal Audit, Regulatory Affairs, and business operations. - Working knowledge of 50 state labor and employment laws - Working knowledge of benefits and executive compensation laws (a plus) - Strong drafting, negotiation, and issue-spotting skills - Strong research skills - Ability to provide clear, practical legal guidance - Proven ability to adapt to evolving business needs and operate effectively in ambiguous situations - Strong collaboration and communication skills Preferred Qualifications: Experience in the healthcare, life sciences, pharmaceutical, medical device, healthcare technology, or healthcare distribution industries. Additional Information: Hybrid work model (Richmond, VA (Preferred); Jacksonville, FL; Alpharetta, GA); Up to 25% travel; Authorization Must be authorized to work in the United States; sponsorship is not available. Now Benefits/Pay: "Our Base Pay Range for this position $156,800 - $261,300". Also: "We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. The pay range shown below is aligned with McKesson's pay philosophy, and pay will always be compliant with any applicable regulations. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered. For more information regarding benefits at McKesson, please click here." Thus Benefits section: include competitive compensation package description, base pay range, annual bonus, long-term incentive, benefits link. Now we must not include boilerplate: EEO, scam warning, equal opportunity, disability accommodation, etc. Also remove "About McKesson Medical-Surgical" description? That is substantive about the company; maybe we should keep? It's about MMS description. It is part of posting; it's substantive. Should we keep? It describes MMS, which is relevant to role. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep that description as part of About the role maybe. However we already have a lot of About the role text; we could incorporate MMS description there. But we must not lose it. Let's see if we already included MMS description? We included some about MMS being expected to become Wellverse, etc. Actually we didn't include that paragraph: "About McKesson Medical-Surgical McKesson Medical-Surgical (MMS), which is expected to become Wellverse in early 2027, is a subsidiary and publicly reported segment of the McKesson Corporation. MMS distributes medical-surgical supplies, pharmaceuticals, diagnostic equipment and supplies, along with other solutions and services to virtually every type of healthcare setting and provider outside of the traditional hospital. ..." That's substantive. We should include it, perhaps in About the role section after the initial McKesson description. Let's incorporate. Thus About the role will have two paragraphs: first about McKesson overall, second about MMS details, then role specifics. Now ensure we don't include any boilerplate like "McKesson is an Equal Opportunity Employer" etc. Now craft HTML. We'll output:About the role
...
Responsibilities
- ... ...
Requirements
- JD and active U.S. bar membership
- 10-15 years of relevant legal experience at a law firm and/or in-house legal department (preferred)
Qualifications
- Experience with: Employment law counseling; HR policy development; Benefit plan design and administration legal counseling (a plus); Executive compensation legal counseling (a plus)
- Demonstrated ability to independently lead complex legal matters and influence executive-level decision-making.
- Strong executive presence with the ability to advise and challenge senior leaders while maintaining trusted relationships.
- Proven ability to lead cross-functional initiatives across HR, Finance, Compliance, Internal Audit, Regulatory Affairs, and business operations.
- Working knowledge of 50 state labor and employment laws
- Working knowledge of benefits and executive compensation laws (a plus)
- Strong drafting, negotiation, and issue-spotting skills
- Strong research skills
- Ability to provide clear, practical legal guidance
- Proven ability to adapt to evolving business needs and operate effectively in ambiguous situations
- Strong collaboration and communication skills