Jobs / United States / Foley Hoag Llp
Assistant General Counsel – Employment
Foley Hoag Llp · 🇺🇸 Boston Office
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 10 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 2 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
Or apply yourself on the official page →
Sponsor Radar — Foley Hoag Llp
The US Department of Labor certified 10 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 2 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Foley Hoag Llp →
About the role
The Assistant General Counsel – Employment (“AGC”) serves as the Firm's primary legal advisor on labor and employment law matters, with a particular focus on ensuring compliance with applicable federal, state and local employment laws, developing internal employment policies, and partnering with Human Resources and Firm management on employee relations issues. This role is responsible for providing day-to-day counseling on workplace compliance, advising on disciplinary and corrective action matters, and mitigating legal risk arising from employment-related decisions. The AGC will work cross-functionally with Firm management, Human Resources, the Standing Committee, and department managers to promote a legally compliant and fair work environment. This hybrid role requires an in-office presence at least three days per week to foster collaboration and connection. The onsite expectations are Tuesday, Wednesday, and Thursday of each week. Employment Counsel Responsibilities : • Advise Firm management and Human Resources on compliance with federal, state, and local labor and employment laws, including Title VII, the ADA, FMLA, FLSA, NLRA, and applicable state/local equivalents. • Develop, review, and update internal employment policies, procedures, and employee handbooks to ensure legal compliance and alignment with industry best practices. • Conduct periodic audits of Firm policies and procedures to identify gaps, recommend corrective actions, and oversee implementation of updates. • Advise and collaborate with Human Resources on all employee relations matters, including workplace investigations, performance management, disciplinary actions, grievances, and terminations. • Curate and deliver employment-related training; ensure compliance with training requirements in the various jurisdictions in which we operate. • Provide guidance on accommodation requests, leave administration, and return-to-work issues. • Draft and review employment agreements, separation agreements, severance packages, and other employment-related documents. • Advise on wage and hour compliance, classification of employees and independent contractors, and payroll-related legal issues. • Develop and draft responses to charges filed with the EEOC, state human rights agencies, and other administrative bodies. Coordinate with insurers regarding same. • Collaborate with the Firm’s Standing Committee on workplace investigations related to harassment, discrimination, and retaliation issues. • Monitor legislative and regulatory developments in labor and employment law and communicate potential impacts to Firm leadership. • Collaborate with outside counsel as needed on complex litigation, arbitration, or regulatory matters. • Maintain records and documentation related to legal advice, investigations, and policy changes in accordance with the Firm's document retention policies. Additional Office of the General Counsel Responsibilities (“OGC”): • Assist other members of the OGC on various Firm risk matters, including subpoena responses; claims/circumstances; and professional responsibility matters as needed. • When appropriate, work on billable client related work in area of expertise. • Comfortable representing the Firm in court, if necessary. Qualifications: • Juris Doctor (J.D.) from an accredited law school. • Active membership in good standing with the state bar in the jurisdiction(s) where the Firm operates. • Minimum of 5–7 years of experience practicing labor and employment law, with substantial experience advising on workplace policies, employee relations, and other HR compliance matters. • Demonstrated knowledge of federal, state, and local employment laws and regulations. • Experience conducting or overseeing workplace investigations. • St