Senior Counsel, Employment Law
Siemens Healthineers · Malvern, PA · 1 mo ago
Legal$213k–$293k/yrFull-time
We need to output HTML fragment with sections: h3 headings for sections present: About the role? The posting includes intro paragraphs about company, mission, etc. That could be "About the role" or maybe "About the company". The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real specific content. We have content for Responsibilities (Key Responsibilities with bullet-like paragraphs). We have Requirements/Qualifications (Required Skills And Qualifications, Knowledge, Skills, And Competencies). We have Benefits (The Company offers the following benefits...). We have Pay (The Base Pay Range For This Position Is $212,730 - $292,501). We have maybe Schedule? Not mentioned. So we should not include Schedule.
We need to avoid repeating job title as heading. The page already shows it, so we don't add a heading for Senior Counsel, Employment Law.
We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. So we must strip out EEO statement, Reasonable Accommodations, California Privacy Notice, Export Control, Data Privacy, Beware of Job Scams, etc. Also remove "Who we are:" and "How we work:" maybe considered boilerplate? It's descriptive about company but could be considered part of "About the role"? The instruction: "Prefer a few substantive sections over many thin ones." We could combine company description into an "About the role" or "About the company" section. However they said use headings like About the role, Responsibilities, etc. So we can have an "About the role" section that includes the introductory paragraphs about mission, environment, etc. Also maybe "Who we are" and "How we work" could be part of that.
We need to keep the base pay range and benefits.
We need to format lists with
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real specific content. We have content for Responsibilities (Key Responsibilities with bullet-like paragraphs). We have Requirements/Qualifications (Required Skills And Qualifications, Knowledge, Skills, And Competencies). We have Benefits (The Company offers the following benefits...). We have Pay (The Base Pay Range For This Position Is $212,730 - $292,501). We have maybe Schedule? Not mentioned. So we should not include Schedule.
We need to avoid repeating job title as heading. The page already shows it, so we don't add a heading for Senior Counsel, Employment Law.
We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. So we must strip out EEO statement, Reasonable Accommodations, California Privacy Notice, Export Control, Data Privacy, Beware of Job Scams, etc. Also remove "Who we are:" and "How we work:" maybe considered boilerplate? It's descriptive about company but could be considered part of "About the role"? The instruction: "Prefer a few substantive sections over many thin ones." We could combine company description into an "About the role" or "About the company" section. However they said use headings like About the role, Responsibilities, etc. So we can have an "About the role" section that includes the introductory paragraphs about mission, environment, etc. Also maybe "Who we are" and "How we work" could be part of that.
We need to keep the base pay range and benefits.
We need to format lists with - for any list of duties/requirements/benefits. The responsibilities are currently in paragraphs with semicolons; we could break them into list items? The instruction: Use
- for any list of duties/requirements/benefits. The responsibilities are a list of duties; we can convert each duty sentence into
- . Similarly for qualifications: we can list required skills and qualifications as list items. Benefits also list.
We must preserve all substantive information; do not invent or summarize away detail. So we need to ensure we don't lose any specifics. We'll need to parse the responsibilities block:
"Key Responsibilities Employment and Labor Law Counseling: Provide day-to-day legal advice on compliance with federal, state, and local employment and labor laws and regulations and guidance on the full range of employment law matters, including matters such as hiring and recruiting practices; employee discipline and termination decisions; leaves of absence and disability accommodations; wage and hour compliance; performance management; workplace investigations; harassment, discrimination, and retaliation issues; employee relations matters; and traditional labor topics.Litigation and Agency Matters: Manage employment and labor litigation, mediations, and administrative charges in the United States and Canada, including discovery and e-discovery. Develop litigation strategy and provide regular updates to senior leadership. Oversee outside counsel, legal budgets and cost containment while ensuring efficient and effective case management. Respond to government agency inquiries and investigations, including matters involving the EEOC, DOL, NLRB, state labor agencies, and other regulatory authorities.Workforce and Business Initiatives: Advise on reorganizations, reductions in force, restructurings, and workforce planning initiatives. Support mergers, acquisitions, integrations, divestitures, and other corporate transactions from an employment and labor law perspective. Draft and review employment-related agreements, including separation agreements, restrictive covenant agreements, retention and incentive agreements, and other employment agreements. Partner with business leaders to proactively identify and mitigate legal risks.Policy Development and Compliance: Draft, review, and update employment policies and procedures. Monitor developments in employment and labor law on federal, state and local level and work with Human Resources to make any necessary policy or practice adjustments. Support labor and employment-related compliance initiatives, audits, and risk assessments. Leverage legal and business knowledge to identify, analyze, evaluate, and monitor risk exposure, and develop methodologies to define, manage and mitigate such risks while considering operational impacts in the United States and Canada.Training: Develop and deliver training programs for Human Resources professionals and managers. Assist with newsletter to update Human Resources on changes in the law. Strategic Legal Partnership: Serve as a trusted advisor to senior leadership and Human Resources stakeholders. Provide pragmatic, solution-oriented advice that aligns with organizational goals and values. Collaborate with colleagues across Legal, Compliance, Human Resources, and business functions.Performing other duties as assigned or requested by leadership."
We need to split into logical list items. Could group by headings within responsibilities? But we are not to add extra headings inside? We could just make a flat list of duties, each sentence separated by periods. However we need to preserve all detail; splitting into list items is okay as long as we don't lose info.
Similarly for qualifications: "Required Skills And Qualifications Juris Doctor (JD) from an ABA accredited school and an active license and membership in good standing in at least one U.S. state bar.At least ten years of experience as a dedicated employment attorney. Prior experience at both a law firm and in-house is preferred.Deep knowledge of all aspects of employment laws and litigation management. Multi-jurisdictional and international experience is preferred, especially experience with Canadian employment and labor law.Experience managing sophisticated employment litigation and agency charges. Prior management of outside counsel and legal budgets.Experience with eDiscovery processes and technologies is preferred.Experience with traditional labor law is a plus.Experience in healthcare, life sciences, manufacturing, technology, or other highly regulated industries is preferred.Willingness to travel domestically and internationally (est. > 15%).Experience with Microsoft office tools."
Then "Knowledge, Skills, And Competencies Strategic thinker with strong analytical capabilities.Ability to influence without direct authority.High integrity, outstanding judgment, problem-solving and negotiation skills.Strong project management and organizational skills and the ability to meet deadlines in a fast-paced, demanding environment.Ability to handle sensitive and confidential matters with discretion.Skilled at balancing legal risk, business objectives, and employee experience.Excellent written and verbal communication skills required, including the ability to summarize and explain complex topics to diverse audiences in a clear, succinct way.Team player who can also work independently, shift focus, adapt to changing priorities, and maintain patience in high pressure situations. Collaborative approach and commitment to client service."
We could combine Required Skills And Qualifications and Knowledge, Skills, And Competencies into a single "Requirements" or "Qualifications" section with list items.
Benefits: "The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, 401(k) retirement plan. life insurance, long-term and short-term disability insurance, paid parking/public transportation, paid time off, paid sick and safe time."
Note there is a period after 401(k) retirement plan then space then life insurance... We'll treat as list.
Pay: "The Base Pay Range For This Position Is $212,730 - $292,501 Factors which may affect starting pay within this range may include geography/market, skills, education, experience, and other qualifications of the successful candidate. If this is a commission eligible position the commission eligibility will be in accordance with the terms of the Company's plan. Commissions are based on individual performance and/or company performance."
We need to include that as a Pay section. Should we include the commission details? Yes, it's part of pay info.
We must not include boilerplate like EEO statement etc.
Now produce HTML fragment:
About the role
Join us in pioneering breakthroughs in healthcare. For everyone. Everywhere. Sustainably. Our inspiring and caring environment forms a global community that celebrates diversity and individuality. We encourage you to step beyond your comfort zone, offering resources and flexibility to foster your professional and personal growth, all while valuing your unique contributions. We are seeking an experienced and strategic Senior Counsel, Employment Law to join our Legal Department. This individual will provide practical, business-focused legal advice on a broad range of employment and labor law matters in the United States and Canada and partner closely with Human Resources, Employee Relations, Compliance, and business leaders across the organization. The successful candidate will have at least 10 years of experience counseling employers on complex employment issues, managing litigation, conducting investigations, supporting workforce actions, and advising on compliance with federal, state, and local employment laws on a national basis. Familiarity with Canadian employment and labor law is a plus. This role requires the ability to balance legal risk with business objectives in a fast-paced and highly collaborative environment. Preference for candidates with both law firm and in-house experience.
Then Responsibilities:
Responsibilities
- Provide day-to-day legal advice on compliance with federal, state, and local employment and labor laws and regulations and guidance on the full range of employment law matters, including hiring and recruiting practices; employee discipline and termination decisions; leaves of absence and disability accommodations; wage and hour compliance; performance management; workplace investigations; harassment, discrimination, and retaliation issues; employee relations matters; and traditional labor topics.
- Manage employment and labor litigation, mediations, and administrative charges in the United States and Canada, including discovery and e-discovery; develop litigation strategy and provide regular updates to senior leadership; oversee outside counsel, legal budgets and cost containment while ensuring efficient and effective case management; respond to government agency inquiries and investigations, including matters involving the EEOC, DOL, NLRB, state labor agencies, and other regulatory authorities.
- Advise on reorganizations, reductions in force, restructurings, and workforce planning initiatives; support mergers, acquisitions, integrations, divestitures, and other corporate transactions from an employment and labor law perspective; draft and review employment-related agreements, including separation agreements, restrictive covenant agreements, retention and incentive agreements, and other employment agreements; partner with business leaders to proactively identify and mitigate legal risks.
- Draft, review, and update employment policies and procedures; monitor developments in employment and labor law on federal, state and local level and work with Human Resources to make any necessary policy or practice adjustments; support labor and employment-related compliance initiatives, audits, and risk assessments; leverage legal and business knowledge to identify, analyze, evaluate, and monitor risk exposure, and develop methodologies to define, manage and mitigate such risks while considering operational impacts in the United States and Canada.
- Develop and deliver training programs for Human Resources professionals and managers; assist with newsletter to update Human Resources on changes in the law.
- Serve as a trusted advisor to senior leadership and Human Resources stakeholders; provide pragmatic, solution-oriented advice that aligns with organizational goals and values; collaborate with colleagues across Legal, Compliance, Human Resources, and business functions.
- Perform other duties as assigned or requested by leadership.
Then Qualifications (maybe heading Requirements or Qualifications). Use Qualifications
and list.
We need to include all items from Required Skills And Qualifications and Knowledge, Skills, And Competencies.
Let's compile list:
- Juris Doctor (JD) from an ABA accredited school and an active license and membership in good standing in at least one U.S. state bar.
- At least ten years of experience as a dedicated employment attorney.
- Prior experience at both a law firm and in-house is preferred.
- Deep knowledge of all aspects of employment laws and litigation management.
- Multi-jurisdictional and international experience is preferred, especially experience with Canadian employment and labor law.
- Experience managing sophisticated employment litigation and agency charges.
- Prior management of outside counsel and legal budgets.
- Experience with eDiscovery processes and technologies is preferred.
- Experience with traditional labor law is a plus.
- Experience in healthcare, life sciences, manufacturing, technology, or other highly regulated industries is
- for any list of duties/requirements/benefits. The responsibilities are a list of duties; we can convert each duty sentence into
- . Similarly for qualifications: we can list required skills and qualifications as list items. Benefits also list.
We must preserve all substantive information; do not invent or summarize away detail. So we need to ensure we don't lose any specifics. We'll need to parse the responsibilities block:
"Key Responsibilities Employment and Labor Law Counseling: Provide day-to-day legal advice on compliance with federal, state, and local employment and labor laws and regulations and guidance on the full range of employment law matters, including matters such as hiring and recruiting practices; employee discipline and termination decisions; leaves of absence and disability accommodations; wage and hour compliance; performance management; workplace investigations; harassment, discrimination, and retaliation issues; employee relations matters; and traditional labor topics.Litigation and Agency Matters: Manage employment and labor litigation, mediations, and administrative charges in the United States and Canada, including discovery and e-discovery. Develop litigation strategy and provide regular updates to senior leadership. Oversee outside counsel, legal budgets and cost containment while ensuring efficient and effective case management. Respond to government agency inquiries and investigations, including matters involving the EEOC, DOL, NLRB, state labor agencies, and other regulatory authorities.Workforce and Business Initiatives: Advise on reorganizations, reductions in force, restructurings, and workforce planning initiatives. Support mergers, acquisitions, integrations, divestitures, and other corporate transactions from an employment and labor law perspective. Draft and review employment-related agreements, including separation agreements, restrictive covenant agreements, retention and incentive agreements, and other employment agreements. Partner with business leaders to proactively identify and mitigate legal risks.Policy Development and Compliance: Draft, review, and update employment policies and procedures. Monitor developments in employment and labor law on federal, state and local level and work with Human Resources to make any necessary policy or practice adjustments. Support labor and employment-related compliance initiatives, audits, and risk assessments. Leverage legal and business knowledge to identify, analyze, evaluate, and monitor risk exposure, and develop methodologies to define, manage and mitigate such risks while considering operational impacts in the United States and Canada.Training: Develop and deliver training programs for Human Resources professionals and managers. Assist with newsletter to update Human Resources on changes in the law. Strategic Legal Partnership: Serve as a trusted advisor to senior leadership and Human Resources stakeholders. Provide pragmatic, solution-oriented advice that aligns with organizational goals and values. Collaborate with colleagues across Legal, Compliance, Human Resources, and business functions.Performing other duties as assigned or requested by leadership."
We need to split into logical list items. Could group by headings within responsibilities? But we are not to add extra headings inside? We could just make a flat list of duties, each sentence separated by periods. However we need to preserve all detail; splitting into list items is okay as long as we don't lose info.
Similarly for qualifications: "Required Skills And Qualifications Juris Doctor (JD) from an ABA accredited school and an active license and membership in good standing in at least one U.S. state bar.At least ten years of experience as a dedicated employment attorney. Prior experience at both a law firm and in-house is preferred.Deep knowledge of all aspects of employment laws and litigation management. Multi-jurisdictional and international experience is preferred, especially experience with Canadian employment and labor law.Experience managing sophisticated employment litigation and agency charges. Prior management of outside counsel and legal budgets.Experience with eDiscovery processes and technologies is preferred.Experience with traditional labor law is a plus.Experience in healthcare, life sciences, manufacturing, technology, or other highly regulated industries is preferred.Willingness to travel domestically and internationally (est. > 15%).Experience with Microsoft office tools."
Then "Knowledge, Skills, And Competencies Strategic thinker with strong analytical capabilities.Ability to influence without direct authority.High integrity, outstanding judgment, problem-solving and negotiation skills.Strong project management and organizational skills and the ability to meet deadlines in a fast-paced, demanding environment.Ability to handle sensitive and confidential matters with discretion.Skilled at balancing legal risk, business objectives, and employee experience.Excellent written and verbal communication skills required, including the ability to summarize and explain complex topics to diverse audiences in a clear, succinct way.Team player who can also work independently, shift focus, adapt to changing priorities, and maintain patience in high pressure situations. Collaborative approach and commitment to client service."
We could combine Required Skills And Qualifications and Knowledge, Skills, And Competencies into a single "Requirements" or "Qualifications" section with list items.
Benefits: "The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, 401(k) retirement plan. life insurance, long-term and short-term disability insurance, paid parking/public transportation, paid time off, paid sick and safe time."
Note there is a period after 401(k) retirement plan then space then life insurance... We'll treat as list.
Pay: "The Base Pay Range For This Position Is $212,730 - $292,501 Factors which may affect starting pay within this range may include geography/market, skills, education, experience, and other qualifications of the successful candidate. If this is a commission eligible position the commission eligibility will be in accordance with the terms of the Company's plan. Commissions are based on individual performance and/or company performance."
We need to include that as a Pay section. Should we include the commission details? Yes, it's part of pay info.
We must not include boilerplate like EEO statement etc.
Now produce HTML fragment:
About the role
Join us in pioneering breakthroughs in healthcare. For everyone. Everywhere. Sustainably. Our inspiring and caring environment forms a global community that celebrates diversity and individuality. We encourage you to step beyond your comfort zone, offering resources and flexibility to foster your professional and personal growth, all while valuing your unique contributions. We are seeking an experienced and strategic Senior Counsel, Employment Law to join our Legal Department. This individual will provide practical, business-focused legal advice on a broad range of employment and labor law matters in the United States and Canada and partner closely with Human Resources, Employee Relations, Compliance, and business leaders across the organization. The successful candidate will have at least 10 years of experience counseling employers on complex employment issues, managing litigation, conducting investigations, supporting workforce actions, and advising on compliance with federal, state, and local employment laws on a national basis. Familiarity with Canadian employment and labor law is a plus. This role requires the ability to balance legal risk with business objectives in a fast-paced and highly collaborative environment. Preference for candidates with both law firm and in-house experience.
Then Responsibilities:Responsibilities
- Provide day-to-day legal advice on compliance with federal, state, and local employment and labor laws and regulations and guidance on the full range of employment law matters, including hiring and recruiting practices; employee discipline and termination decisions; leaves of absence and disability accommodations; wage and hour compliance; performance management; workplace investigations; harassment, discrimination, and retaliation issues; employee relations matters; and traditional labor topics.
- Manage employment and labor litigation, mediations, and administrative charges in the United States and Canada, including discovery and e-discovery; develop litigation strategy and provide regular updates to senior leadership; oversee outside counsel, legal budgets and cost containment while ensuring efficient and effective case management; respond to government agency inquiries and investigations, including matters involving the EEOC, DOL, NLRB, state labor agencies, and other regulatory authorities.
- Advise on reorganizations, reductions in force, restructurings, and workforce planning initiatives; support mergers, acquisitions, integrations, divestitures, and other corporate transactions from an employment and labor law perspective; draft and review employment-related agreements, including separation agreements, restrictive covenant agreements, retention and incentive agreements, and other employment agreements; partner with business leaders to proactively identify and mitigate legal risks.
- Draft, review, and update employment policies and procedures; monitor developments in employment and labor law on federal, state and local level and work with Human Resources to make any necessary policy or practice adjustments; support labor and employment-related compliance initiatives, audits, and risk assessments; leverage legal and business knowledge to identify, analyze, evaluate, and monitor risk exposure, and develop methodologies to define, manage and mitigate such risks while considering operational impacts in the United States and Canada.
- Develop and deliver training programs for Human Resources professionals and managers; assist with newsletter to update Human Resources on changes in the law.
- Serve as a trusted advisor to senior leadership and Human Resources stakeholders; provide pragmatic, solution-oriented advice that aligns with organizational goals and values; collaborate with colleagues across Legal, Compliance, Human Resources, and business functions.
- Perform other duties as assigned or requested by leadership.
Qualifications
and list. We need to include all items from Required Skills And Qualifications and Knowledge, Skills, And Competencies. Let's compile list: - Juris Doctor (JD) from an ABA accredited school and an active license and membership in good standing in at least one U.S. state bar. - At least ten years of experience as a dedicated employment attorney. - Prior experience at both a law firm and in-house is preferred. - Deep knowledge of all aspects of employment laws and litigation management. - Multi-jurisdictional and international experience is preferred, especially experience with Canadian employment and labor law. - Experience managing sophisticated employment litigation and agency charges. - Prior management of outside counsel and legal budgets. - Experience with eDiscovery processes and technologies is preferred. - Experience with traditional labor law is a plus. - Experience in healthcare, life sciences, manufacturing, technology, or other highly regulated industries is