Associate General Counsel, Labor, Employment, Medical Staff & Litigation

Responsibilities

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Employment Law:
• Serve as the primary legal advisor on all human resources and employment-related matters across the company’s business operations.
• Counsel senior management and team leaders on a broad range of employment and labor law issues, including hiring practices, workplace conduct, accommodations, wage and hour compliance (Fair Labor Standards Act), benefits, separations, employee relations, and M&A-related employment issues, all while appropriately balancing business needs and risk mitigation.
• Advise on the employment law implications of organizational changes, corporate structure, and business strategy.
• Provide legal guidance on employee benefits and compensation structures.


Medical Staff Matters:
• Legal Review: Serve as the final legal escalation point for complex credentialing files.
• Review "red flag" applications (e.g., prior malpractice history, licensure gaps) to advise on legal risk prior to onboarding.
• Committee Advisement: Attend Clinical Review Committee meetings to provide real-time legal guidance regarding the granting, denial, or restriction of clinical privileges.
• Fair Hearings: Manage the legal process for adverse privileging actions, including drafting notices of charges, managing fair hearing procedures, and ensuring compliance with the Health Care Quality Improvement Act (HCQIA) to maintain immunity.
• Complaint Response: Act as lead counsel in responding to inquiries and complaints from state licensing boards (Medical Board, Nursing Board, Board of Psychology, Board of Behavioral Sciences, etc.).
• Investigation Management: Conduct internal investigations to gather facts, interview providers, and review medical records to draft robust, exonerating responses to regulatory bodies.
• Provider Preparation: Prepare clinicians for interviews or hearings before licensing boards.
• Process Integrity: Oversee the legal aspects of the peer review process to ensure it remains privileged and confidential under relevant state laws.
• Corrective Action: Draft and review Performance Improvement Plans (PIPs) and Last Chance Agreements for providers under scrutiny.
• Reporting: Advise on mandatory reporting requirements to the National Practitioner Data Bank (NPDB) and state enforcement agencies.


Litigation & Dispute Management:
• Manage all aspects of employment, medical malpractice and other commercial litigation, arbitration, and internal investigations, including overseeing strategy, discovery, and resolution.
• Respond to and draft legal correspondence, including communications with federal and state agencies and correspondence from attorneys and other relevant parties.
• Represent the company before government/administrative agencies in matters involving discrimination, wage disputes, and other employment claims, and in response to threatened claims.
• Represent company employees in licensing boards and similar administrative matters.
• Develop and implement litigation strategies in collaboration with internal stakeholders and external counsel.


Regulatory Compliance & Risk Mitigation: 
• Monitor and analyze legislative, judicial, and regulatory developments affecting employment law.
• Develop and implement company-wide policies, procedures, and training to ensure compliance and mitigate legal risk.
• Facilitate responses to regulatory complaints and inquiries.
• Assist in developing internal processes to ensure continued compliance with evolving employment regulations and standards.


Outside Counsel & Legal Team Management:
• Lead and supervise external employment counsel and other legal professionals to ensure high-quality and cost-effective legal support.
• Manage outside counsel budgets, forecasts, and reporting related to employment matters.
• Serve as the primary point of contact for employment legal matters requiring external legal resources.


General Legal Support & Cross-Functional Collaboration:
• Provide support for non-employment litigation matters and assist with other general legal issues as needed.
• Conduct review and administration related to employment agreements and policies.
• Collaborate cross-functionally with Human Resources, Compliance, and other departments to ensure alignment between legal strategy and business objectives.

Qualifications:

• A J.D. from an accredited law school and active membership in good standing with at least one U.S. state bar; must be eligible to practice law in California (either directly or through in-house registration).8+ years of legal experience focused primarily on employment counseling and litigation, with a combination of law firm and in-house experience (experience in in-house high-growth and/or healthcare environments is strongly preferred). 
• Deep expertise in federal, state, and local employment laws, including multi-state compliance, employee relations, workplace investigations, wage and hour, and discrimination matters.
• Strong litigation management skills, including hands-on experience with strategy, case evaluation, agency responses, and resolution of claims across varied forums.
• Specific experience dealing with Medical Staff Credentialing and Professional Liability/Board Defense is required.
• Familiarity with HCQIA, NPDB, and accreditation standards (The Joint Commission, NCQA, or URAC).
• Proven ability to deliver clear, practical, and risk-balanced legal advice to senior leadership and cross-functional stakeholders in a fast-paced environment; an ability to distill complex legal issues.
• Demonstrated business acumen and strategic thinking, with a proactive approach to risk management and issue spotting aligned with business objectives.
• Experience managing external counsel and legal staff, including budgeting, performance oversight, and matter coordination.
• Exceptional interpersonal and communication skills, with the ability to influence, collaborate, and build strong relationships across legal, human resources, and business teams. 
• Highly organized with a proven ability to manage multiple priorities, balancing high-volume, high-risk and lower-value matters efficiently.
• Must thrive in a fast paced environment and be able to successfully navigate ambiguity.
• A low-ego, team-oriented mindset, with a commitment to integrity, continuous improvement, and the company’s mission and values.

Physical/Cognitive Requirements

• Prompt and regular attendance at assigned work location.
• Ability to remain seated in a stationary position for prolonged periods.
• Requires eye-hand coordination and manual dexterity sufficient to operate keyboard, computer and other office-related equipment.
• No heavy lifting is expected, though occasional exertion of about 20 lbs. of force (e.g., lifting a computer / laptop) may be required.
• Ability to interact with leadership, employees, and members in an appropriate manner.
• Occasional travel.