Job Description
The Director, HR Legal supports and promotes the successful achievement of Cedars-Sinai's mission, vision, values and objectives by promoting and supporting Cedars-Sinai and its affiliates' compliance with federal and state labor and employment laws, including equal employment opportunity and wage and hour laws and regulations. The Director manages employment-related litigation and provides employment and regulatory law consultation and advice to Human Resources professional staff and organizational management staff. The director is responsible for maintaining timely understanding of the implications of proposed and new employment-related legislation, government reporting, review and updating of HR policies, employment agreements including arbitration, separation and employment services agreements, and advising on all other employment agreement programs including those for physicians.
Provides legal advice and guidance to HR professional staff and Cedars-Sinai management staff relative to complex or sensitive employment decisions or situations, including wage-hour/pay practice issues, affiliate transitions, discrimination, harassment and compliance related issues. Provides legal advice and guidance to Leave and Disability team.
- Provides legal advice and guidance for employment-related claims and litigation, may include oversight of related staff members, and oversight and review of all phases of employment-related litigation, input regarding retention/selection of outside counsel, and direct involvement in strategy decisions.
- Responds to or manages response to demand letters from attorneys of current or former employees or other individuals; drafts and/or oversees preparation of position statements in response to government agency complaints filed by current or former employees (EEOC, DFEH, DLSE, DOL, etc.).
- Drafts and/or oversees preparation of internal privileged and confidential communications regarding sensitive or confidential matters, including litigation status updates, investigation findings, recommendations to management, and other related matters.
- Conducts legal research and monitors regulatory environment and changes in employment law; monitors trends and assists in developing interventions; provides privileged and confidential reports regarding same.
- Oversees HR policy assessments, reviews and publication of proposed recommendations for changes in policies and/or processes; collaborates with compensation on wage-hour/pay practice and policy.
- Manages arbitration, separation and executive/management employment services agreements programs, including drafting, reviewing and editing agreements; provides relevant legal advice and guidance to HR, executives and management concerning agreements.
- Plans and directs a team of HR compliance professionals to support HR compliance-related initiatives and projects.
- Oversees the development of education and communication to management and staff relative to compliance with labor, employment, and wage and hour regulations.
- Oversees and provides support for review and processing of independent contractors, such as individual consulting agreement requests.
- Primary responsibility for organizational government reporting requirements related to employees; oversees and ensures timely filing of EEO-1, VETS-4212 and all other government reports related to employees; serves as primary contact to government agencies (DOL, OFCCP, EEOC) regarding these programs.
- Oversees development and collaboration with the Chief of DEI on implementation of the Affirmative Action Plan, and equal employment opportunity policies, procedures and practices; audits and monitors performance of the plan; identifies risks or problems and refers matters for follow-up.
- Provides WARN oversight; evaluates layoff reports to determine WARN trigger; prepares notifications to government and regulatory offices as indicated and responds to inquiries as needed.
Qualifications
- EDUCATION: minimum Juris Doctor (doctorate degree).
- WORK EXPERIENCE: minimum 10 years – demonstrated employment litigation experience representing large, complex organizations (in-house or outside counsel); health care employer experience strongly preferred; recent experience must include representation within California.
- minimum 10 years – experience with and thorough knowledge of relevant state and federal employment laws and regulations; solid knowledge of HR practice principles.
- minimum 7 years – experience in applying HR practices and principles while providing counsel and/or guidance.
- minimum 10 years – combined human resources, labor relations, investigative, or legal experience.