Ea-benefits Counsel Labor amp Employment

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EA-Benefits Counsel – Labor & Employment
The candidate will provide legal advice on questions related to the design, implementation, compliance, and administration of various qualified retirement plans, health and welfare plans, and executive compensation arrangements. Review plan reporting and disclosure including but not limited to plan documents, summary plan descriptions, and Form 5500s. Negotiate employee benefits related to vendor and administrative services agreements. Provide benefits support for M&A transactions including due diligence, purchase agreement review and post-transaction implementation. Manage and respond to plan-related inquiries from regulators. Review and advise on participant plan administrative claims and inquiries. Manage benefit-related litigation, including working closely with and supervising outside counsel. Should be able to present information and advice, verbally and in writing, to other attorneys and clients at all levels of the organization; be a self-starter, possess highly developed writing, communication, and advocacy skills, strong counseling and negotiating skills, and be able to manage multiple matters simultaneously; have good judgment and the ability to provide creative and practical solutions to complex problems affecting multiple businesses; have well-developed organizational and time management skills; stay up to date on benefits-related legal developments such as new regulations or relevant case law. Hold a JD or LLM from an accredited U.S. law school and be licensed to practice law in the United States; 5 years of legal experience as a licensed attorney practicing employee benefits law in a law firm or comparable in-house setting; deep technical knowledge of ERISA, the IRC, and other applicable employee benefits laws and regulations; experience with legal research and analysis, complex problem-solving, and consensus building; experience litigating and/or managing outside counsel in benefits-related litigation. Working knowledge of IRC 409A and other executive or incentive compensation tax rules is a plus. Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.

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