Assistant General Counsel or Counsel, Sr.

Entergy•Austin, TX

12d•Hybrid

About The Position

Responsible for providing high quality and professional legal advice and representation on retail regulatory matters. These responsibilities include performing legal functions and providing legal advice that will assist others in formulating key policies, deciding courses of action, and understanding applicable rules, systems, and processes in strategically important areas. Anticipates issues, develops effective ways of resolving them, and to the extent appropriate provides continued legal counsel through implementation. Able to lead complex regulatory proceedings, including litigation, with minimal supervision. Proactively and effectively uses contacts and resources as necessary to accomplish goals. Functions effectively within the larger Company.

Requirements

A Juris Doctor is required.
Counsel, Sr: 6+ years in a law firm or in-house in one or more applicable areas of expertise, such as Regulatory (federal and/or state), Corporate/Commercial, and Nuclear.
Asst General Counsel : 9+ years in a law firm or in-house in one or more applicable areas of expertise, such as Regulatory (federal and/or state), Corporate/Commercial, and Nuclear.
Highly skilled in complex analysis, and in trouble shooting/problem solving issues in his/her area of practice, including those outside of his/her area of expertise.
Solid grasp of rules, guidelines and Company policies governing issues in major practice area(s) or specialty relevant to Company.
Strong, persuasive written and oral communication skills and collaborative skills.
Detailed industry knowledge, including in-depth understanding of the Company's strategic business values and objectives.
License or ability to obtain license to practice law in Texas required.

Nice To Haves

Experience: for Assistant General Counsel, strong preference for 15+ years of directly applicable law firm or in-house experience in electric utility regulatory law.
Judgment: demonstrated ability to analyze, synthesize and integrate data to make the best decision; well-developed understanding of the strategic implications of any and all decisions; demonstrate willingness to make tough business and people decisions.
Attitude: consistently demonstrates a sense of personal accountability and collaboration; consistently demonstrates positive, team-oriented approach to tasks, projects and other requests for assistance. Demonstrates personal resiliency in stressful times and willingness to commit the time and effort to get the job done. Not only has the ability but is willing to use that ability as needed.
Flexibility: demonstrated ability to respond effectively to multiple and/or conflicting client demands.
Respectful Treatment of Others: promotes recognition of sensitivity to the needs of others.
Integrity: stands up for what is right, even in the face of adversity; recognizes fundamental importance of acting ethically.
Comportment: supportive of others.
Learning and Self-Insight: accurately sees own strengths and weaknesses and changes as needed; demonstrates a passion for ongoing growth and development; and demonstrates creativity.
Developmental Mindset: helps coach others to grow both as individuals and as part of an integrated team; is willing to give timely and candid feedback to others. Seeks out job assignments that promote personal and professional development. Possesses sufficient self-awareness to change behaviors that may hinder success.

Responsibilities

Responsible for handling routine tasks without supervision and solving difficult problems with minimal supervision.
Responsible for applying legal principles and knowledge to analyzing business and financial transactions, litigation and related legal documents and evaluating compliance with regulatory requirements.
Possesses superior analytical, legal writing, and advocacy skills.
Provides ethical and professional legal representation before regulatory agencies and courts of law.
Must demonstrate in-depth expertise of applicable regulatory and compliance regulations and utilize this knowledge to anticipate issues and advise company personnel on developing effective legal or other strategies to resolve them.
With only general guidance from supervisors, responsible for doing the following very well: analyzing key issues, organizing thoughts, advocating and presenting legal points; drafting all documents, negotiating necessary matters, and/or performing other assigned job functions; and as applicable, managing varied docket and possessing significant first chair trial and appellate experience - or - with respect to non-litigation matters, significant experience as lead lawyer on major matters.
As appropriate, responsible for managing outside counsel effectively and efficiently.
Able not only to manage the work of outside lawyers but also to perform high quality legal work without the involvement of outside counsel.
Must view the challenge of supporting other organizations as an opportunity to develop new skills or gain proficiency.
Responsible for effectively supervising other attorneys, paraprofessionals, and administrative staff, whether internal or external, including developing the skill sets of less experienced professionals.
Must demonstrate interest in developing management skills.
Responsible for functioning as a strong team player and demonstrating ability to lead project teams to successful resolution.
Responsible for practicing focused listening and respectful interaction with others.
Responsible for delivering difficult or controversial messages to a wide variety of both supportive and adversarial audiences in a highly skilled manner.
Works effectively as part of a team and demonstrates agility in working within a large organization.
Possesses a strong understanding of roles and responsibilities within a matrixed organization and demonstrates skill in working together as part of a team to address legal and business issues and challenges.
Possesses confidence and strong leadership skills, including the ability to lead legal projects and teams of individuals without necessarily having direct supervisory authority.
Able to work across multiple business groups to deliver excellent legal work product.
Must have strong collaborative skills.
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

Benefits

The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws.
The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.
Entergy provides reasonable accommodations for online applicants.
Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information.
The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment.

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