Senior Advisor, Legal Counsel (P4)

Company: Save The Children
Location: Fairfield
Posted on: November 22, 2022

Job Description:

If you are a job seeker with a disability and require a reasonable accommodation to apply for one of our jobs, you will find the contact information to request the appropriate accommodation by visiting the following page: Fairfield, CT
Fairfield, Town of, CT 06825, USA
Staff whose work requires or potentially could require any in-person interaction with Save the Children colleagues, partners, or beneficiaries must be fully vaccinated against COVID-19 unless otherwise required by law. Save the Children complies with federal, state, and local laws with regard to accommodations related to this policy.SummarySave the Children's dynamic in-house legal team helps Save the Children achieve our mission while complying with applicable laws, regulations, and standards. Reporting to the Deputy General Counsel and Head of Ethics, the Senior Advisor, Legal Counsel will provide legal advice to Save the Children US and our affiliates on a broad range of matters, with primary responsibility for providing legal and business advice and support for Save the Children's human resources needs and conducting certain internal investigations. You will also partner closely with other divisions of Save the Children, guide and continuously improve designated compliance functions, and handling legal matters as they arise in a non-profit, mission driven, team environment.What You'll Be Doing (Essential Duties)

• In consultation with the General Counsel and Deputy General Counsel, advise Human Resources professionals and Senior Leadership on all applicable federal, state, and local employment laws including but not limited to Title VII, ACA, FMLA, ADA, FLSA, COBRA, ERISA, personnel policies and procedures, hiring practices, reasonable accommodations, termination and severance, and other matters as required (60%)
• Under the direction of the General Counsel and/or Deputy General Counsel, conduct internal investigations within the purview of the Legal & Risk Management Division (20%)
• Work closely with attorneys in the Legal Department to develop expertise in additional subject matter areas and perform duties as required including drafting, reviewing, negotiating and approving a variety of legal and commercial agreements; and assisting in the development and delivery of legal and compliance policies, processes, and training materials as required (10%)
• Monitor legal developments relevant to tax exempt organizations and disseminate information to relevant staff (10%)Required Qualifications
  • Applicants must be a graduate of an accredited law school with a J.D. and a current member of a bar with a valid license to practice law in a state, territory of the United States, District of Columbia, or Commonwealth of Puerto Rico, plus a minimum of four years of relevant experience
  • Experience practicing law at a law firm, government agency, or in-house legal department.
  • Employment law counseling and/or employment litigation experience, including demonstrated substantive experience of relevant employment laws such as Title VII, ADEA, FMLA, FLSA, and ADA.
  • Experience conducting internal investigations.
  • Demonstrated ability to independently identify legal issues and exposures and develop and articulate appropriate legal solutions.
  • Proven research, negotiating, and analytical skills.
  • Demonstrated organization skills and attention to detail.
  • Demonstrated experience handling multiple priorities simultaneously and meeting deadlines in a fast paced environment
  • Ability to maintain highest level of confidentiality and ability to handle sensitive materials.
  • Professional proficiency in MS Office suite
  • Professional proficiency in spoken and written English
  • Demonstrated ability to communicate and collaborate effectively with individuals and teams at all levels, both internally and externally
  • Demonstrated commitment to fostering and maintaining and environment of diversity, inclusion, and belonging.Preferred Qualifications
    • In-house legal experience at a nonprofit organization.CompensationSave the Children is offering the following salary ranges for this position, dependent on candidate location:
      • Geo 1- NY Metro, DC, and other locations with labor costs significantly above national average: Up to $128,000/ year
      • Geo 2-Locations around the US National Labor Cost Average: Up to $116,000/ year
      • Geo 3-Locations significantly below the US National Labor Cost Average: Up to $104,000/yearActual base salary may vary based upon, but not limited to, relevant experience, base salary of internal peers, business sector, and geographic location.Why you should join the Save the Children Team---Save the Children US offers outstanding benefits that include health, dental, vision and life insurances, pet insurance, short-term and long-term disability coverage, an Employee Assistance Program, 403(b), generous vacation, personal sick leave, family leave, parental/adoption leave, commuter benefits, dress for your day, and much more. -Click here to learn more about how Save the Children US will invest in YOU!About Save the ChildrenNo matter your role when you join Save the Children, each and every day you will challenge yourself to devote your skills, talent and expertise to changing the world for kids. It's an ambitious goal, and a meaningful one no matter how you see yourself professionally: an accountant, a writer, a data analyst, a teacher, a driver, a designer, or any one of the hundreds of dozens of roles we're looking to fill every day.You see, Save the Children believes every child deserves a future. In the United States and around the world, we give children a healthy start in life, the opportunity to learn and protection from harm. We do whatever it takes for children - every day and in times of crisis - transforming their lives and the future we share. -Our work for children and their families requires that we commit-at every opportunity-to work together to identify and dismantle persistent systemic and structural racism, inequality, and any other forms of discrimination in this country and beyond. As an anti-racist organization, Save the Children will not tolerate discrimination in any form-in our employment practices, amongst our staff, in our leadership or toward the people we serve. We stand in solidarity with -all -people to fight for equal rights, justice, inclusion, and belonging. -We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, gender identity or expression, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. Save the Children complies with all applicable laws. -Save the Children is committed to conducting its programs and operations in a manner that is safe for the children it serves and helping protect the children with whom we are in contact. All Save the Children representatives are explicitly prohibited from engaging in any activity that may result in any kind of child abuse. In addition, it is Save the Children's policy to create and proactively maintain an environment that aims to prevent and deter any actions and omissions, whether deliberate or inadvertent, that place children at the risk of any kind of child abuse. All our representatives are expected to conduct themselves in a manner consistent with this commitment and obligation.Save the Children is committed to minimizing safety and security risks for our valued employees, ensuring all are given training, support and information to reduce their risk exposure while maximizing the impact of our programs for children and families. Our shared duty, both agency and individual, is to seek and maintain safe working conditions for all.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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