Employment and Labor Counsel

Starkey is hiring for an Employment & Labor Counsel. Here, your contributions directly influence our organization, and your voice is valued. Our core values—Caring, Fearless, and Dedicated—guide everything we do. The individual will be responsible for Labor & Employment activities of the enterprise on a global basis, including managing employment litigation, employee and management training, compliance matters and employee compensation and benefits issues. The individual will also provide key support to the Human Resources leadership team and support global legal governance initiatives.Approach and DeploymentCounsels on Title VII, ADA, ADEA, FMLA, FLSA, NLRA, OFCCP and other federal employment laws, as well as any state and international equivalents.In coordination with the General Counsel and the Company’s Compliance Officer, provides advice and counsels on compliance-related matters, including investigation of potential violations of the Company’s Code of Conduct, training and audits.Supports the Human Resources Leadership team.Manages and mentors certain department support staff.Counsels on employment agreements and restrictive covenant agreements.Assists in the management of the Company’s severance program.Assists in the negotiation and resolution of employment-related disputes.Manages EEOC charges, labor arbitrations, ULP charges and state equivalents.Develops programs, policies, tools and guidelines that align with the Company’s values, business objectives and employee engagement strategies.Supports employment law matters related to complex projects, including acquisition and divestiture strategies and organizational reductions and restructuring.Develops and deploys highly effective and engaging employee training on key labor & employment and compliance topics.Develops and maintains strong working relationships with business partners, legal department members and human resources professionals.Provides advice and counsel on employee compensation plans and programs and employee benefit issues, including health, welfare and retirement plans.Engages and partners with local counsel and agencies on a global basis to implement and support a global shared services model required of a global enterprise.Note: This document in no way states or implies that these are the only responsibilities of, and the duties to be performed by, the employee occupying this position.Other DutiesSupports Starkey Employee Corporate and/or Department Guidelines.Checks and verifies quality.Supports corporate health and safety objectives.Reacts to change productively and handles other essential duties as assigned.Job RequirementsEducation & Experience:Licensed attorney with a minimum of four (4) years of experience handling labor & employment issues.Both labor and employment counseling experience is required.Prior law firm experience is required; prior in-house experience is a strong plus.Prior employment litigation, as well as experience with international employee populations, is an advantage.Skills & AbilitiesMust have the ability to travel both domestically and internationally.Must be able to influence and communicate effectively with all internal clients of all levels of the organization (including senior management), as well as any external organizations (including government agencies) and outside labor & employment counsel.Must be willing to challenge the status quo, advocate unpopular positions as appropriate, make difficult judgment calls and provide effective perspective on labor and employment matters.Must be able to handle company confidential information and data requiring the highest degree of attention to preserve confidentiality.Strong organizational skills and the ability to compile information from multiple sources.Must be a self-starter with the ability to multi-task and handle unanticipated situations and effectively work under pressure.The 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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