Employment Counsel

Overview

This role supports the day-to-day Labor & Employment legal function as Employment Counsel, serving as the first point of contact for People and Recruiting teams and owning the documentation, advice, and process used to keep a fast-moving organization compliant across multiple states and countries.

Responsibilities

• Employee lifecycle documentation: Own offer letter, severance, and separation agreement templates and related employee lifecycle documentation to produce signature-ready work at volume. Draft state-by-state adaptations and bespoke terms.
• Daily advisory to People & Recruiting: Respond to HRBP and recruiter questions on ADA interactive processes, FMLA and state leave overlaps, wage-and-hour classification, and everyday employee relations matters. Track recurring questions and build FAQs, guidance, and trainings to help the team handle repeated matters efficiently.
• Performance management & exits: Partner with HR to advise on and mitigate risk, and manage execution of standard, non-complex separations.
• Discovery, records & legal holds: Draft objection letters and responses to employment subpoenas; direct compilation of personnel files for production; run initial privilege and confidentiality reviews; and draft and manage legal holds consistent with company policy.
• Contractor & consultant compliance: Standardize risk-management onboarding and offboarding workflows for consultants, and lead classification, IP, regulatory, security, and tax compliance.
• Multistate compliance & outside counsel coordination: Stay current across active jurisdictions (currently including California, Washington, Colorado, Maryland/Virginia, Minnesota, Florida, and Texas among others) and serve as the point of contact who scopes questions for, and coordinates the work of, non-US outside counsel.

Requirements

• Juris Doctor (JD) and active bar membership in good standing in any U.S. jurisdiction.
• Approximately 3–5 years of labor and employment experience, including a meaningful foundation built at a law firm.
• Strong command of federal and multi-state employment law, including Title VII, ADA, ADEA, FMLA, FLSA, and state leave and wage-and-hour regimes (California experience is a plus).
• Strong drafting skills with the ability to produce clean, practical, signature-ready documents at speed.
• Comfortable with ambiguity and self-directed work; able to build structure where processes do not yet exist.
• High business-partner EQ: provide plain-English, actionable advice that non-lawyers can use, and build trust quickly with People and Recruiting.
• Focus on moving the business forward.

Preferred Qualifications

• California experience is a plus.

Compensation & Benefits

• Base wage transparency: $169,869—$242,612 USD
• Total compensation package includes base, bonus, equity, and a range of benefit options.
• If the role includes a commission structure, the compensation range above reflects base compensation range.
• Compensation may vary based on education, qualifications, experience, specific office location, and calibration against relevant market data and internal team equity; posted base salary figures are subject to change as new market data becomes available.
• Benefits include comprehensive medical, dental, and vision plans, matching 401(k), unlimited PTO and paid holidays, parental/adoption leave, legal insurance, and a home technology stipend. Details on participation will be provided upon offer.

Location

• Remote, US
• Travel: Up to 10%

U.S. Export Control / Government Contract Eligibility

US Technical Jobs. This position requires access to technology subject to U.S. export control and government contract restrictions. Employment is contingent on either verifying “U.S. Person” status (e.g., U.S. citizen, U.S. national, U.S. permanent resident, or lawfully admitted into the U.S. as a refugee or granted asylum) for export controls and government contracts work, obtaining any necessary license, and/or confirming the availability of a license exception under U.S. export controls. If a candidate is not confirmed as a U.S. Person for these purposes, the employer may decline to apply for a license or decline to use a license exception (if available), and the candidate may not qualify for government contracts work that requires U.S. Persons. Additional questions regarding immigration status will be used for export control and compliance purposes and reviewed by compliance personnel to ensure compliance with federal law.

US Non-Technical Jobs. Due to applicable export control laws and regulations, candidates must be a U.S. citizen or national, U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum. Additional questions regarding immigration status will be used for export control and compliance purposes and reviewed by compliance personnel to ensure compliance with federal law.