Description Job purpose
Meridian Behavioral Health's Legal Counsel provides first level legal support for compliance, HR complaints and general liability issues for the organization; helping to guide MBH executive's and leaders in responding to situations and inquiries. Legal Counsel coordinates with outside counsel(s) and manages legal engagements to balance outcome and cost. The role is responsible for guiding policy and procedure development and organizational training to ensure that leaders and staff have adequate guidelines and processes to minimize unnecessary company risk.
Duties and responsibilities
The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.
Provides legal advice and counseling on a broad range of legal issues that arise in a company that provides mental health and substance use disorder care, with a goal of enabling the company's objectives while managing legal and compliance risk
Drafts, negotiates, and interprets various types of commercial contracts, including sales, supply, and vendor agreements. Manages the legal contract review and approval process
Advises on potential complex business transactions, such as expansion of services and changes in licensure
Collaborates with HR on employment law issues and handles employment litigation matters and claims. Works with HR to enhance HR practices to minimize employment law risk while optimizing safe high-quality care at our sites
Manages legal disputes and litigation matters and implements liability avoidance initiatives
Ensures the drafting, implementation, and management of legal and compliance policies, processes and tools.
Trains and educates various groups of staff on legal and compliance issues
Develops and maintains legal expertise in various areas, including but not limited to State and Federal Compliance healthcare and employment law
Drives implementation of continuous improvements within Legal & Compliance functions
Supports the CEO and Executive Team in conducting legal research, on a broad range of legal issues related to all aspects of the business
Credentials Required to Perform Essential Job Functions:
Service Level
High integrity and ethical standards
Highly responsive and service oriented
Ability to understand and analyze complex factual and legal issues
Strong attention to detail combined with the ability to see the big picture
Thrives in a fast-paced, demanding, dynamic environment
Outstanding verbal and written communication skills
Proven ability to provide effective adult education and training
Ability to prioritize with a risk-based approach and to balance numerous issues at once
Self-motivate, with an ability to work under own initiative, often under time critical conditions
Can-do, problem solving attitude as a business partner to the Executive team
Strong quality of intellectual curiosity
Additional Requirements (must be obtained or completed within a period of time) :
Strong understanding of current trends in health care regulations and compliance. Strong knowledge base in integrated medical/behavioral health models, advantages, challenges, and opportunities
Physical Requirements
Hearing Ability to hear staff, incoming calls, Teams/virtual meetings
Vision Ability to see computer screen, white board and related office visuals
Speaking Ability to verbally speak to colleagues, vendor partners, related professionals
Sitting Varies, approximately 5-6 hours per day.
Standing Varies, approximately 1-2 hours per day.
Travel
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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 contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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