Assistant General Counsel, Labor & Employment

Cushman & Wakefield•Chicago, IL

4d•$174,250 - $205,000•Hybrid

About The Position

The Assistant General Counsel, Labor & Employment operates as a key legal partner inside a matrixed organization, advising on labor and employment matters across the U.S. and Canada in close partnership with the People (HR) team and the company’s regional and service line business attorneys. The role focuses on matters carrying elevated legal risk, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, threatened litigation, and employment-related misconduct investigations. This role calls for sound judgment and pragmatic, proactive problem-solving — anticipating risk, translating complex employment law into clear and actionable guidance, and building the trust needed to drive alignment across HR, Legal, Risk, Compliance, Operations, and business stakeholders.

Requirements

Juris Doctor (JD) from an accredited law school required.
Active membership in good standing with at least one U.S. state bar.
7+ years of relevant labor & employment law experience, preferably with a blend of law firm and in‑house corporate practice.
Strong knowledge of U.S. employment laws (Title VII, FMLA, ADA, FLSA, etc.) and U.S. labor laws (NLRA/RLA).
Expierence leading or co-leading investigations, arbirations, and administrative agency proceedings (e.g., NLRB, EEOC) is highly valued.
Experience presenting to and counseling senior leaders, which includes the ability to deliver reasoned advice that is both commercially minded and appropriately protective of the Company’s interests.
Experience with matter management and e-billing systems to manage outside counsel.
Experience operating within a formal decision-rights or RACI framework alongside HR/People teams, with the judgment to apply lead criteria consistently in ambiguous situations.
Exceptional written and verbal communication skills, with the ability to condense complex legal issues for business audiences.
Comfortable with using technology, including AI tools, to deliver high-quality work product in a time-efficient manner
Learning agility
Strong negotiation capabilities and sound business judgment.
High‑level analytical, problem‑solving, and critical-thinking abilities.
Resilient, composed, and decisive under pressure.
Commitment to integrity, confidentiality, and professionalism.
Ability to build trust, influence stakeholders, and collaborate in a matrixed environment.

Responsibilities

Advise on labor and employment matters across the U.S. and Canada, working within a matrixed structure alongside HR and regional and service line business attorneys.
Operate as a connective link between Legal, HR, Risk, Compliance, Operations, and business units.
Own the company’s legal position on elevated-risk employment matters, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, or threatened or active litigation.
Serve as accountable legal owner for investigations into employment-related misconduct, including discrimination, harassment, retaliation, workplace violence, and wrongful termination, coordinating with Ethics & Compliance where a matter also implicates the Code of Conduct.
Provide consulting support to HR on routine employee-relations matters without a misconduct component, 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 employment risk through training initiatives, process improvements, and data analytics.
Prepare executive-level litigation reports, KPIs, trend analyses, and risk assessments that inform senior leadership decision-making.
Provide timely advice to the company and its leaders on all aspects of employment law, including hiring, performance management, compensation, benefits, accommodations, investigations, and terminations.
Partner with the People team to proactively manage risk related to labor and employment matters (such proactive management could include training initiatives, process improvements, and/or data analytics).
Monitor legal developments and emerging risks in employment law, advising business partners on practical implications and proactive measures.
Prepare executive-level litigation reports, KPIs, trend analyses, and risk assessments to support senior leadership decision-making.
Deliver clear, concise legal guidance on complex matters while balancing risk, operational impact, and business objectives.
Partner cross-functionally with Legal, HR, Risk, Compliance, Operations, and business units on legal strategy and issue resolution.
Manage multiple priorities and projects independently, while staying aligned with business objectives and evolving legal requirements.
Support other legal initiatives and special projects as assigned