Position Summary

The General Counsel, Labor and Employment supports the development and expansion of VirgilHR’s international employment law content. This position is responsible for researching, developing, reviewing, and validating labor and employment law content across global jurisdictions.

The role collaborates with attorneys, paralegals, product managers, and content specialists to ensure legal information is accurate, practical, accessible, and appropriate for HR professionals. This position contributes to the continued expansion and quality of VirgilHR’s global employment law content library.

Essential Duties and Responsibilities

• Conduct in-depth legal research on labor and employment statutes, regulations, case law, government guidance, and other authoritative sources in assigned international jurisdictions.
• Research, develop, and review legal content to support the launch of new countries and jurisdictions on VirgilHR’s platform.
• Analyze key employer obligations across employment law topics, including:
  • Hiring and onboarding
  • Compensation
  • Working time
  • Leave requirements
  • Discrimination and harassment
  • Accommodations
  • Workplace policies
  • Employee relations
  • Health and safety
  • Termination and separation
• Synthesize complex legal requirements into concise, practical, and accessible content suitable for integration into VirgilHR’s platform and use by HR professionals.
• Draft, review, and validate jurisdiction-specific legal content in accordance with VirgilHR’s established content standards, templates, and taxonomy.
• Review legal research and content prepared by other members of the legal content team for accuracy, completeness, consistency, and appropriate sourcing.
• Identify jurisdiction-specific requirements, exceptions, thresholds, definitions, and other legal nuances that should be reflected in platform content.
• Identify potential content gaps and areas requiring additional research, analysis, or clarification before new jurisdictional content is launched.
• Monitor relevant legislative, regulatory, and legal developments that may affect content being developed as part of the global expansion project.
• Collaborate with VirgilHR’s legal and content teams to resolve complex research questions and prepare new jurisdictional content for launch.
• Collaborate with cross-functional teams, including Product and Engineering, as appropriate, to support the integration of new legal content into the platform.
• Perform other legal research, review, and content development projects related to VirgilHR’s global expansion as assigned.

Marginal Functions

• Build, maintain, and promote relationships with team members, peers across disciplines, and all other company team members to ensure effective coordination of communications and services affecting clients.
• Attend webinars and training sessions to stay up to date on best practices related to the company and department.
• Complete projects and other duties as assigned by the supervisor.

Knowledge, Skills, and Abilities

• Advanced knowledge of labor and employment law principles, with the ability to research, interpret, and apply legal requirements across multiple jurisdictions.
• Significant ability to exercise independent judgment and develop sound analyses and recommendations regarding complex labor and employment matters.
• Strong legal research and analytical skills, including the ability to evaluate statutes, regulations, case law, and other authoritative legal sources.
• Strong critical and creative thinking skills, with the ability to evaluate issues from multiple legal perspectives and develop practical solutions to complex or novel scenarios.
• Excellent written and verbal communication skills, including the ability to translate complex legal concepts into clear, accurate, and accessible content for HR professionals and non-legal audiences.
• Exceptional attention to detail and commitment to accuracy, consistency, and quality when developing and reviewing legal content.
• Strong interpersonal, collaboration, and relationship-building skills, with the ability to work effectively across legal, product, and content teams.
• Ability to independently manage multiple priorities, meet project deadlines, and maintain quality in a fast-paced environment.
• Ability to adapt quickly to evolving legal requirements, business priorities, and project needs.
• Demonstrated adaptability and resilience, with the ability to work effectively in a dynamic, fast-paced, and evolving startup environment.
• Strong organizational and time-management skills with the ability to work independently while maintaining effective collaboration with cross-functional teams.

Required Education & Experience

• Bachelor’s degree and Juris Doctor (J.D.) required, or an equivalent combination of experience, skills, education, certifications, and relevant training.
• One to three (1-3) years of relevant experience practicing labor and employment law for a law firm or organization.
• Licensed to practice law in at least one jurisdiction.
• Extensive knowledge of labor and employment law and regulations, including:
  • Title VII
  • Equal Employment Opportunity (EEO) laws
  • Anti-discrimination laws
  • Anti-retaliation and whistleblower protection laws
  • Family and Medical Leave Act (FMLA) and related leave laws
  • Wage and hour laws
  • Wage payment laws
  • Employment tax requirements
  • Labor and employment regulations
  • Basic immigration law concepts
  • Workplace safety laws
  • Employee benefits regulations
• Experience working with or advising HR or compliance teams preferred.
• Proficiency with Microsoft Office applications, including:
  • Outlook
  • Microsoft Teams
  • Excel
  • Word
  • PowerPoint
• Demonstrated ability to learn and effectively use new applications and technology as needed.

Required Licenses and/or Certifications

• None required.

Physical, Mental, & Communication Demands

Physical Demands

• Sedentary Work: Primarily involves sitting for extended periods, often at a desk or computer.
• Manual Dexterity: Frequent use of hands and fingers to operate a computer keyboard, mouse, and other office equipment. Requires repetitive hand and finger movements associated with typing and computer use.
• Mobility: Occasional walking throughout the office to meet with leaders and other employees.
• Visual Acuity: Ability to review detailed legal documents, statutes, regulations, and electronic content.
• Lifting & Carrying: Minimal physical lifting required; may involve handling documents and lifting light office supplies up to 25 pounds.

Mental Demands

• Legal Research and Analysis: Performs complex legal research, interpretation, analysis, and problem-solving with a high degree of accuracy. Evaluates statutes, regulations, case law, and legal authorities across multiple jurisdictions.
• Judgment and Decision-Making: Exercises independent judgment when evaluating complex or ambiguous labor and employment law matters. Analyzes issues from multiple legal perspectives and develops practical, well-reasoned conclusions and recommendations.
• Concentration and Attention to Detail: Maintains sustained concentration and attention to detail when reviewing extensive or highly technical legal information.
• Organization and Prioritization: Manages multiple assignments, priorities, and deadlines in a fast-paced environment.
• Adaptability: Adjusts effectively to evolving legal requirements, project priorities, and business needs.
• Independent Work: Maintains accuracy, consistency, and sound judgment while working independently with limited supervision.

Communication Demands

• Written and Verbal Communication: Communicates complex legal concepts clearly, accurately, and concisely in both written and verbal formats.
• Cultural Sensitivity: Communicates effectively with individuals from diverse cultural backgrounds while demonstrating cultural awareness and sensitivity.
• Legal Content Translation: Translates legal requirements into practical, accessible content for HR professionals and other non-legal audiences.
• Collaboration: Works effectively with attorneys, paralegals, product managers, content specialists, and other cross-functional stakeholders.
• Feedback and Review: Provides and receives constructive feedback during legal and content review processes.
• Interpersonal Communication: Communicates professionally and effectively across different perspectives, disciplines, and global teams.
• Legal Writing: Prepares clear analyses, recommendations, summaries, and legal content with strong attention to grammar, accuracy, and consistency.

Environmental Conditions

Indoor office environment. May occasionally experience moderate noise levels from copiers, printers, and coworkers.

Disclaimer

This job description in no way states or implies that these are the only duties to be performed by the employee filling this position. Employees will be required to follow any other job-related instructions and perform any other job-related duties requested by management.

Management reserves the right to add, revise, or delete information contained in this job description at any time. Reasonable accommodations will be made to enable qualified individuals with disabilities to perform the essential functions of this position.

This document does not create an employment contract, implied or otherwise. Employment remains at-will.

PrismHR is a fast-paced SaaS company which provides customers with a cloud-based payroll process software application. PrismHR also provides professional services including system implementation consulting, custom configurations, and training. Lastly, via the Company’s Marketplace platform customers and end users access other human resources and employee benefits applications from PrismHR’s Marketplace Partners.

Diversity, Equity and Inclusion Program/Affirmative Action Plan:
We have transformed our company into an inclusive environment where individuals are valued for their talents and empowered to reach their fullest potential. At PrismHR, we strive to continually lead with our values and beliefs that enable our employees to develop their potential, bring their full self to work, and engage in a world of inclusion.

Ensuring an inclusive environment for our employees is an integral part of the PrismHR culture. We aren't just checking a box, we are truly committed to creating a workplace that celebrates the diversity of our employees and fosters a sense of belonging for everyone. This is essential to our success. We are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about our roles but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for these open roles or other open roles. We particularly encourage applicants from traditionally under-represented groups as we seek to increase the diversity of our workforce and provide fair opportunities for all.

As a proud Equal Opportunity and Affirmative Action Employer, PrismHR encourages talent from all backgrounds to join our team. Employment decisions are based on an individual’s qualifications as they relate to the job under consideration. The Company’s policy prohibits unlawful discrimination based on sex (which includes pregnancy, childbirth, breastfeeding, or related medical conditions, the actual sex of the individual, or the gender identity or gender expression), race, color, religion, including religious dress practices and religious grooming practices, sexual orientation, national origin, ancestry, citizenship, marital status, familial status, age, physical disability, mental disability, medical condition, genetic information, protected veteran or military status, or any other consideration made unlawful by federal, state or local laws, ordinances, or regulations.

The Company is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of the Company and prohibits unlawful discrimination by any employee of the Company, including supervisors and co-workers.

Privacy Policy: For information about how we collect and use your personal information, please see our privacy statement available at https://www.prismhr.com/about/privacy-policy.

PrismHR provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures. If you have any difficulty using our online system and you need a reasonable accommodation due to a disability, you may use the following alternative email address to contact us about your interest in employment at PrismHR: taglobal@prismhr.com. Please indicate in the subject line of your email that you are requesting accommodation. Only candidates being considered for a position who require an accommodation will receive a follow-up response.

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