Director Employment Law, Sr Counsel

Title
Director, Senior Counsel

Job Summary
This Director, Senior Counsel will be a member of the employment law team to provide advice and counsel to the Human Resources Department and to the businesses. This opportunity will report to a Vice President, Deputy General Counsel.

Primary Duties and Responsibilities
- Serve as a key legal advisor on employment law, employee relations matters and policy interpretation
- Provide legal strategic and business advice and support the Law Department on day-to-day employee relations matters and compliance, including recruiting, hiring and compensation, employee discipline, performance management, termination and restructuring, anti-discrimination, harassment prevention and no-retaliation, federal and state wage and hour compliance, leaves of absence and workplace accommodations and internal investigations of potential violations of Company policy.
- Draft, develop and implement workplace policies in collaboration with Human Resources and other business functions
- Support the Company's return to onsite work initiatives
- Evaluate and communicate legal risks associated with complaints, grievances, charges and other legal matters.
- Work with and manage outside counsel on employment related lawsuits, government proceedings
- Draft position statements to the EEOC, state human rights organizations, and DOL
- Prepare witnesses for deposition or trial
- Represent Company before administrative agencies
- Negotiate and draft settlement agreements concerning employment related matters
- Work to minimize legal exposure by proactively reviewing practices, forms, contracts, and policies regarding employment matters, while considering business objectives and practicalities
- Develop training materials and provide training on employment law issues and employment-related policies and practices to Human Resources professionals and other employees
- Actively monitor employment related legislation to ensure Company policies are compliant with the law
- Draft employment agreements, including severance agreements and other employment related agreements

Required Experience
- JD from an accredited law school and strong academic credentials
- Admission to the New York State Bar
- At least seven years of related experience including law firm and/or in-house experience
- Broad and deep employment law knowledge, including familiarity with litigation, ability to readily advice on a wide variety of employment law issues that arise in a complex, global, publicly-traded environment

Required Skills and Qualifications
- Ability to work independently, exercise good judgment and take ownership of issues and matters to their successful conclusion
- Preference to work in a fast-paced dynamic environment
- Attention to detail and ability to manage high-volume workload efficiently and smoothly, while meeting deadlines
- Superior written and oral communications skills
- Excellent interpersonal skills and executive presence
- A well-balanced consultative approach and the ability to work with business and legal colleagues across all levels
- Demonstrated ability to approach issues with both a rigorous attention to detail and a big picture strategic focus
- Strong cross-functional risk spotting skills
- High level of integrity with strong decision-making skills

Our Competencies for All Employees
- Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
- Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
- Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
- Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.
- Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
- Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
- Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
- Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
- Developing Direct Reports and Others:Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
- Building Effective Teams: Blends people into teams when needed; creates strong moraleand spirit in theirteam; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Tapestry, Inc. is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law. #LI-AH1 Visit Tapestry, Inc. at http://www.tapestry.com/