Deputy General Counsel, Employment Law

Role Overview

• Assist in the creation of Global employment practices and strategies.
• Architect and advise on complex workforce models combining corporate employees, W-2 staff (telehealth and on-site), independent contractors (1099), and multi-state staffing partnerships.
• Evaluate the employment and labor law implications of corporate expansions, mergers and acquisitions, and new state market entries.
• Ensure alignment between multi-state employment practices, clinical licensing boards, and healthcare-specific workplace regulations.
• Drive enterprise-wide strategy for executive compensation agreements, restrictive covenants (non-competes/solicitations), and specialized retention or separation programs.
• Function as the internal strategic gatekeeper, ensuring hiring, compensation, and termination initiatives remain compliant and defensible under state and federal frameworks.
• Routinely evaluate and mitigate exposure related to corporate practice of medicine (CPOM) implications on clinical employment, whistleblower protections, background screening/OIG exclusion checks, and peer review processes.
• Oversee FLSA classifications (exempt vs. non-exempt) for hybrid/remote workers, multi-state wage-and-hour compliance, pay transparency laws, and workplace safety (OSHA) regulations.
• Manage a dedicated team of attorneys, paralegals, and employee relations professionals, fostering a high-performance, collaborative culture.
• Oversee outside counsel in employment litigation, administrative charges (EEOC, DOL, state analogs), and arbitrations. Direct critical vendor agreements involving professional employer organizations (PEOs), HR technology platforms, and specialized talent acquisition vendors.

Requirements

• J.D. from an accredited law school and an active license in good standing to practice law in at least one U.S. jurisdiction.
• 12–14 years of legal experience specializing in labor and employment law (a combination of top-tier law firm and in-house experience in a high-growth environment is highly preferred).
• Deep subject matter expertise in managing employment matters within the healthcare, telehealth, or digital health ecosystem, including specific experience with clinical/physician workforce nuances.
• Demonstrated history of operating as a lead advisor to executive leadership and HR executives on high-stakes, enterprise-wide employment strategies and organizational restructurings.
• Comprehensive knowledge of federal and state employment laws (Title VII, ADA, FMLA, FLSA, ERISA) and healthcare-adjacent workplace risks (whistleblower laws, CPOM alignment, clinical credentialing overlap).
• Proven management skills with experience leading internal attorneys, directing outside counsel budgets, and driving enterprise-level labor strategy across cross-functional executive teams.
• Exceptional communication and judgment, with the ability to provide rapid-turn analysis on urgent employee relations matters and assess broader strategic, reputational, and cultural risk beyond black-letter labor statutes.

Benefits

• dental
• vision
• multiple group medical plans to choose from
• 401(k) retirement savings plan
• group life insurance
• accidental death and dismemberment (AD&D) insurance
• flexible spending account (FSA) and health savings account (HSA)
• commuter benefits
• employer-paid short-term (STD) and long-term disability (LTD) insurance
• additional supplemental insurance plans (spouse life insurance, legal insurance, an employee assistance program, home health testing kits, and a fertility medication discount program)
• flexible vacation time
• accrued paid sick time
• 10 paid holidays
• 2 floating holidays for full time non-exempt employees
• eight weeks of paid parental leave for eligible employees
• additional paid weeks for the birthing parent
• 4 weeks paid caregiver leave
• a Lifestyle Spending Account allowance each month