• Serves as primary counsel on a wide range of labor and employment matters, personally handling issues across the full employee lifecycle, including hiring, compensation, performance management, discipline, leaves and accommodations, separations, and workforce reductions. • Provides timely, practical legal guidance to HR, clinical, and operational leaders on day-to-day employee relations matters, balancing legal risk, operational needs, and organizational culture. • Leads or directly supports internal investigations involving employee complaints, workplace conduct, discrimination, retaliation, and compliance concerns. • Advises on labor relations matters, including unionized environments, collective bargaining preparation, grievances, arbitrations, and unfair labor practice issues, as applicable. • Manages employment-related claims, administrative charges, and litigation, including oversight of outside counsel, litigation strategy, settlement considerations, and cost management. • Serves as a key escalation point for complex or high-risk employment matters requiring judgment and discretion. • Evaluates the appropriateness of utilizing outside counsel for specific projects or issues, determine the suitability of experience to effectively engage and utilize such resources, hold those outside resources accountable to their budget and act as the primary liaison to monitor performance. • Ability to communicate effectively with all levels of employees, including executive leadership. • Partners with HR leadership and operational teams to provide forward-looking counsel on workforce strategy, organizational change, and evolving employment models. • Identifies trends, risks, and opportunities within labor and employment law that may impact the organization, proactively advising on mitigation strategies and best practices. • Contributes to the development and refinement of employment-related policies, frameworks, and governance approaches aligned with legal requirements and Geisinger values. • Advises and supports the organization on communication needs related to employment and labor relations matters. • Supports preventive risk management through training, guidance, and practical tools for leaders and HR partners. • Promotes consistent, legally sound people practices across the organization by translating complex legal requirements into clear, actionable guidance. • Collaborates closely with peers across the Division of Legal Services to ensure integrated, consistent legal support and shared accountability for outcomes.