About this role
This is not a general employment counsel role. About half of your time will be spent hands-on with employment class and collective actions . The other half is focused on proactive wage-and-hour counseling , helping the business make decisions that prevent those cases in the first place. If you’ve personally run class or collective actions at a national law firm and are looking to step out of constant billable pressure while staying close to complex, meaningful work, this role connects that experience directly to business decisions. While this role focuses on class-action and wage and hour support, you will also do some general employment law counseling as needed. This role requires real ownership : leading cases, shaping strategy, and making judgment calls, not just executing someone else’s plan. It’s likely not the right fit if your experience is primarily supporting vs. leading cases, in-house only, single-state or limited in scope What you’ll do: 1) Stay close to the litigation Partner directly with outside counsel on employment class and collective actions (wage & hour, discrimination, ERISA) Contribute to case strategy, discovery, and motion practice Advise the business on risk, exposure, and potential outcomes Pressure-test legal recommendations using practical business judgment 2) Use that experience to prevent the next case Advise HR, Finance, and business leaders on wage-and-hour compliance Lead work on classification, compensation and incentive plans, and multi-state pay practices Identify issues early and recommend practical changes, not just legal analysis Help design policies and programs that hold up across jurisdictions 3) Translate complexity into decisions Turn evolving laws, especially multi-state and California/PAGA, into clear, usable guidance Partner with the business to implement changes, not just recommend them Conduct root-cause reviews when issues escalate into litigation What success looks like: You quickly earn trust and deliver clear, actionable guidance the business can use, balancing litigation strategy with practical business decisions. When its working, leaders bring you in early, outside counsel relies on you as a strategy partner, and your guidance leads to real changes in policies and practices, not just documentation.