Assistant General Counsel, Labor & Employment

Cushman & Wakefield•Chicago, IL

4d•$174,250 - $205,000•Hybrid

About The Position

The Assistant General Counsel, Labor & Employment is a key legal partner in a matrixed organization, advising on labor and employment matters across the U.S. and Canada in close partnership with the People (HR) team and regional and service line business attorneys. The role focuses on elevated-risk matters, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, threatened or active litigation, and employment-related misconduct investigations. It calls for sound judgment and pragmatic, proactive problem-solving, including anticipating risk, translating complex employment law into clear guidance, and building trust across HR, Legal, Risk, Compliance, Operations, and business stakeholders. The role also provides consulting support to HR on routine employee-relations matters without a misconduct component, advises on compliance considerations for HR programs, and partners with the People team to manage employment risk through training, process improvements, and data analytics. It prepares executive-level litigation reports, KPIs, trend analyses, and risk assessments to inform senior leadership. The work environment is a standard corporate office with hybrid collaboration, and travel may be required up to approximately 10% based on business needs.

Requirements

Juris Doctor (JD) from an accredited law school.
Active membership in good standing with at least one U.S. state bar.
At least 7 years of relevant labor and employment law experience.
Strong knowledge of U.S. employment laws, including Title VII, FMLA, ADA, and FLSA, and U.S. labor laws, including NLRA/RLA.
Exceptional written and verbal communication skills, including the ability to explain complex legal issues to business audiences.
Comfort using technology, including AI tools, to produce high-quality work efficiently.
Strong negotiation capabilities and sound business judgment.
High-level analytical, problem-solving, and critical-thinking abilities.
Resilience, composure, and decisiveness under pressure.
Commitment to integrity, confidentiality, and professionalism.
Ability to build trust, influence stakeholders, and collaborate in a matrixed environment.
Ability to travel up to approximately 10% based on business needs.

Nice To Haves

A blend of law firm and in-house corporate practice experience.
Experience leading or co-leading investigations, arbitrations, and administrative agency proceedings, such as NLRB or EEOC proceedings.
Experience presenting to and counseling senior leaders, delivering reasoned, commercially minded advice that appropriately protects the company’s interests.
Experience with matter management and e-billing systems for managing outside counsel.
Experience operating within a formal decision-rights or RACI framework alongside HR/People teams, with sound judgment in ambiguous situations.

Responsibilities

Advise on labor and employment matters across the U.S. and Canada, working with HR and regional and service line business attorneys.
Connect Legal, HR, Risk, Compliance, Operations, and business units to support legal strategy and resolve issues.
Own the company’s legal position on elevated-risk employment matters, including high-risk terminations and separations, represented employees, and threatened or active litigation.
Serve as the accountable legal owner for employment-related misconduct investigations, including discrimination, harassment, retaliation, workplace violence, and wrongful termination; coordinate with Ethics & Compliance when matters also involve the Code of Conduct.
Provide HR consulting on routine employee-relations matters without misconduct, including accommodation logistics, attendance, benefits administration, and non-misconduct workplace conflict.
Provide compliance-focused legal advice on HR programs, including ERISA, NLRA/RLA, and securities law considerations.
Partner with the People team to proactively manage labor and employment risk through training initiatives, process improvements, and data analytics.
Prepare executive-level litigation reports, KPIs, trend analyses, and risk assessments for senior leadership.
Advise the company and its leaders on employment law matters involving hiring, performance management, compensation, benefits, accommodations, investigations, and terminations.
Monitor legal developments and emerging employment-law risks and advise business partners on practical implications and proactive measures.
Deliver clear, concise guidance on complex matters while balancing legal risk, operational impact, and business objectives.
Manage multiple priorities and projects independently while remaining aligned with business objectives and evolving legal requirements.
Support other legal initiatives and special projects as assigned.