Deputy General Counsel, Employment Law

Fuze Health•Remote - California, MA

5d•$235,000 - $280,000•Remote

About The Position

The Deputy General Counsel, Employment & Labor serves as the primary legal leader and strategic advisor supporting Fuze Health’s workforce strategy, employment operations, and labor compliance functions. Operating at the intersection of healthcare delivery, workforce innovation, and organizational growth, this role is deeply embedded in the company’s talent strategy, clinical workforce model, and expansion initiatives. The Deputy General Counsel will act as a leader in developing and implementing enterprise employment strategies, advising executive leadership on workforce architecture, organizational growth, and labor risk management. This role will provide strategic counsel on complex employment matters, workforce design, compensation and retention programs, regulatory compliance, and healthcare-specific employment issues, while overseeing employment litigation, employee relations, and critical workforce-related vendor partnerships.

Requirements

J.D. from an accredited law school and an active license in good standing to practice law in at least one U.S. jurisdiction.
12–14 years of legal experience specializing in labor and employment law (a combination of top-tier law firm and in-house experience in a high-growth environment is highly preferred).
Deep subject matter expertise in managing employment matters within the healthcare, telehealth, or digital health ecosystem, including specific experience with clinical/physician workforce nuances.
Demonstrated history of operating as a lead advisor to executive leadership and HR executives on high-stakes, enterprise-wide employment strategies and organizational restructurings.
Comprehensive knowledge of federal and state employment laws (Title VII, ADA, FMLA, FLSA, ERISA) and healthcare-adjacent workplace risks (whistleblower laws, CPOM alignment, clinical credentialing overlap).
Proven management skills with experience leading internal attorneys, directing outside counsel budgets, and driving enterprise-level labor strategy across cross-functional executive teams.
Exceptional communication and judgment, with the ability to provide rapid-turn analysis on urgent employee relations matters and assess broader strategic, reputational, and cultural risk beyond black-letter labor statutes.
Ability to work at a computer terminal with monitor, keyboard and mouse for extended periods of time, stoop, bend, and reach for equipment and supplies, make frequent repetitive motions required to operate a computer that include the wrists, hands and fingers, and lift, carry, push, pull, and move light objects up to 20 pounds.
Ability to effectively communicate through verbal interactions, discern auditory information, and visually perceive details to perform essential job functions.
Applicants must be authorized to work for any employer in the U.S.

Nice To Haves

Experience in a high-growth environment is highly preferred.

Responsibilities

Assist in the creation of Global employment practices and strategies.
Architect and advise on complex workforce models combining corporate employees, W-2 staff (telehealth and on-site), independent contractors (1099), and multi-state staffing partnerships.
Evaluate the employment and labor law implications of corporate expansions, mergers and acquisitions, and new state market entries. Influence go/no-go decisions based on structural employment risk and wage-and-hour modeling.
Ensure alignment between multi-state employment practices, clinical licensing boards, and healthcare-specific workplace regulations.
Drive enterprise-wide strategy for executive compensation agreements, restrictive covenants (non-competes/solicitations), and specialized retention or separation programs.
Function as the internal strategic gatekeeper, ensuring hiring, compensation, and termination initiatives remain compliant and defensible under state and federal frameworks.
Routinely evaluate and mitigate exposure related to corporate practice of medicine (CPOM) implications on clinical employment, whistleblower protections, background screening/OIG exclusion checks, and peer review processes.
Oversight of FLSA classifications (exempt vs. non-exempt) for hybrid/remote workers, multi-state wage-and-hour compliance, pay transparency laws, and workplace safety (OSHA) regulations.
Work within a dedicated team of attorneys, paralegals, and employee relations professionals, fostering a high-performance, collaborative culture.
Manage outside counsel resources.
Oversee outside counsel in employment litigation, administrative charges (EEOC, DOL, state analogs), and arbitrations.
Direct critical vendor agreements involving professional employer organizations (PEOs), HR technology platforms, and specialized talent acquisition vendors.

Benefits

dental
vision
multiple group medical plans to choose from
a 401(k) retirement savings plan
group life insurance
accidental death and dismemberment (AD&D) insurance
flexible spending account (FSA)
health savings account (HSA)
commuter benefits
employer-paid short-term (STD) and long-term disability (LTD) insurance
additional supplemental insurance plans (spouse life insurance, legal insurance, an employee assistance program, home health testing kits, and a fertility medication discount program)
flexible vacation time
accrued paid sick time
10 paid holidays
(2 floating holidays for full time non-exempt employees)
eight weeks of paid parental leave for eligible employees
additional paid weeks for the birthing parent
4 weeks paid caregiver leave
a Lifestyle Spending Account allowance each month