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Director, HR Legal - HH - #1 Hospital in CA
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, but not limited to, 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 responsibility for 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 but not limited to 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. Includes 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, including EEOC, DFEH, DLSE, DOL, etc.
• Drafts and/or oversees preparation of internal privileged and confidential communications regarding sensitive or confidential matters, including status updates regarding litigation, 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 to address issues as appropriate; provides privileged and confidential reports regarding same.
• Oversees HR policy assessments, such as reviews and publication of proposed recommendations for changes in policies and or processes as appropriate. Collaborates with compensation on wage-hour/pay practice and policy.
• Manages arbitration, separation and executive and 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 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 Cedars-Sinai’s EEO-1, VETS-4212 and all other government reports related to Primary Duties and Responsibilities employees. Serves as primary contact to government agencies (DOL, OFCCP, EEOC) regarding these programs.
• Oversees development and collaborates with Chief of DEI on implementation of the Affirmative Action Plan, and equal employment opportunity policies, procedures and practices; audits and monitors performance of the Affirmative Action Plan. Responsible for identifying possible risks or problems and refers such 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 that may ensue.
Qualifications
EDUCATION:
minimum doctorate degree - Juris Doctor
WORK EXPERIENCE:
minimum 10 years - Demonstrated employment litigation experience representing large, complex organizations either in-house or as outside counsel. Experience with health care employers strongly preferred. Recent experience must include representation within California.
minimum 10 years - Experience with and thorough current knowledge of relevant state and federal employment laws and regulations. Solid knowledge and understanding 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.
About Us
Cedars-Sinai is a leader in providing high-quality healthcare encompassing primary care, specialized medicine and research. Since 1902, Cedars-Sinai has evolved to meet the needs of one of the most diverse regions in the nation, setting standards in quality and innovative patient care, research, teaching and community service. Today, Cedars- Sinai is known for its national leadership in transforming healthcare for the benefit of patients. Cedars-Sinai impacts the future of healthcare by developing new approaches to treatment and educating tomorrow's health professionals. Additionally, Cedars-Sinai demonstrates a commitment to the community through programs that improve the health of its most vulnerable residents.
About the Team
Cedars-Sinai is one of the largest nonprofit academic medical centers in the U.S., with 886 licensed beds, 2,100 physicians, 2,800 nurses and thousands of other healthcare professionals and staff. Choose this if you want to work in a fast-paced environment that offers the highest level of care to people in the Los Angeles that need our care the most.
Fraud Alert
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Diversity and Inclusion at Cedars-Sinai
We are caretakers and innovators committed to the pursuit of equitable healthcare. But health equity is not possible without representation. Our commitment to diversity goes beyond demographics or checking boxes. Our people must reflect the diverse identities, experiences and geographies of the communities and patients we serve – because that’s what our patients, colleagues and communities deserve Quality Care and Research—For All, By All.
Our compensation philosophy
We offer a competitive compensation package for our employees. The base pay range shown generally applies to the greater Los Angeles area and may vary based on work location. Our range takes into account the wide range of factors that are considered in making compensation decisions, including knowledge/skills: relevant experience and training, education/certifications/licensure; and other business and organizational factors. The base pay range does not include any incentive payments that may be applicable to a role. Pay Transparency Non-Discrimination Provision (PDF) .
Cedars-Sinai is an Equal Employment Opportunity employer.
Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at Applicant_Accommodation@cshs.org and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Cedars-Sinai will consider for employment qualified applicants with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring.
At Cedars-Sinai, we are dedicated to the safety, health and wellbeing of our patients and employees. This includes protecting our patients from communicable diseases, such as influenza (flu). For this reason, we require that all new employees receive a flu vaccine based on the seasonal availability of flu vaccine (typically during September through April each year) as a condition of employment, and annually thereafter as a condition of continued employment, subject to medical exemption or religious accommodation. For the same reason, you may also be required to receive other vaccines as a condition of employment. Cedars-Sinai reserves the right to make modifications to its required list of vaccines as required by law and/or policy.
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