Description

At Allstate, great things happen when our people work together to protect families and their belongings from life's uncertainties. And for more than 90 years our innovative drive has kept us a step ahead of our customers' evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.

Job Description
The Employment Senior Counsel provides legal advice and counsel and conducts training in all areas related to management-side employment advice and counsel pre-arbitration, pre-litigation and agency charges on topics including but not limited to compliance, accommodations, compensation, and employee separations. The Employment Senior Counsel collaborates with and aligns on strategy, action planning, and communication with HR, business units, other areas of Law & Regulation and outside counsel. This role conducts research, substantive drafting, reviewing, advising, and negotiating for more complex matters. As Senior Counsel, attorneys in this role will provide advice and guidance to more junior colleagues on the Labor & Employment team.

KEY RESPONSIBILITIES :

• Provide advice and counsel to leadership, human resources and business units regarding a wide range of employment laws including joint employment, wage and hour, ADA, ADEA, FMLA, FLSA, OWBPA, OSHA, Title VII, and WARN, company policies and practices
• Provide advice and counsel to human resources and business units to drive sound workplace practices and business outcomes, including consultation with outside counsel as needed to address employees globally, including employees located in Canada, India, Mexico and Northern Ireland
• Manage complex disputes and provide cost oversight
• Provide complex training to HR on various employment law issues, terminations, reductions in force, etc.
• Manage attorney demand letters, arbitrations, and other forms of dispute handling, participate in mediation/settlement conferences and prepare/review settlement papers as appropriate
• Review and revise responses for agency complaints and requests
• Evaluate use of outside counsel
• In conjunction with outside counsel, create dispute resolution strategy for more complex matters
• Take on formal leadership responsibilities for the Labor & Employment team at the request of the Director as well as the Vice President of Labor & Employment.
• It is expected for the individual hired for this role to be on site in the Chicago office twice per month

SUPERVISORY RESPONSIBILITIES:

• This job does not have supervisory duties.

EDUCATION AND EXPERIENCE:

• 4-year Bachelors Degree (Required)
• Juris Doctor (Required)
• 10 or more years of experience (Preferred)
• Prior employment litigation experience (Preferred)
• International employment law experience (Preferred)
• In lieu of the above education requirements, an equivalent combination of education and experience may be considered.

CERTIFICATIONS, LICENSES, REGISTRATIONS:

• License to practice law in any of the 50 U.S. states. (Required)

FUNCTIONAL SKILLS:

• Knowledge and experience litigating and/or managing employment law matters
• Excellent analytical skills
• Computer skills including Microsoft 365
• Relevant experience within a reputable law firm or an in-house legal department for a mid- to large- sized company
• Knowledge of legal holds and discovery processes

#LI-BS1

Skills

Compensation
Compensation offered for this role is $134,400.00 - 217,350.00 annually and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. And one where you can impact the future for the greater good.

You'll do all this in a flexible environment that embraces connection and belonging. And with the recognition of several inclusivity and diversity awards, we've proven that Allstate empowers everyone to lead, drive change and give back where they work and live.

Good Hands. Greater Together.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For jobs in San Francisco, please click "here" for information regarding the San Francisco Fair Chance Ordinance.
For jobs in Los Angeles, please click "here" for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.

To view the "EEO is the Law" poster click "here". This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs

To view the FMLA poster, click "here". This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.

It is the Company's policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee's ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.