Jackson Lewis P.C.

Supporting event coordination, customer service, and stakeholder relations across various roles. | Experience in customer service, event planning, and stakeholder engagement, with strong communication skills. | Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”. Job Summary The Recruitment Program Manager develops and executes strategic, firm‑wide initiatives that strengthen the full lifecycle of the summer associate program and related recruitment activities across 60+ offices. This role plays a key part in shaping the firm’s recruitment strategy and strengthening its talent acquisition brand—positioning the firm as an employer of choice for top legal talent. Partnering closely with Office Managing Partners, the Talent Acquisition team, and local office leadership, the manager drives innovative outreach, candidate engagement, and selection efforts that reflect the firm’s values and long‑term hiring priorities. The manager ensures a high‑quality, well‑coordinated summer associate program that both elevates the firm’s recruitment brand and supports a strong pipeline of future attorneys. This role sits within the Talent Acquisition team #LI-LM1 #LI-Hybrid Essential Functions Recruitment & Hiring Support Collaborate with local office leadership and the Talent Acquisition Team to develop and execute recruiting strategies for law students. Coordinate outreach to target law schools, participate in OCI scheduling, and manage student communication throughout the recruiting process. Develop strong relationships with top Law School career personnel Work with office leaders to identify attorney interviewers, organize callback logistics, and support hiring decisions. Maintain recruiting timelines, track outcomes, and ensure consistency in hiring materials and candidate experience. Onboarding & Program Support Partner with the talent acquisition, learning, HR Operations, and communications teams to support the coordination of the onboarding process for incoming summer associates, including welcome communications, orientation planning, and creation/distribution of program materials. Cross Functional Collaboration and Program Management Lead the program’s strategic direction by leveraging internal data insights and industry best practices to shape an integrated approach. Maintain and report program wide data to leadership to drive unified approach to finding strong talent Partner regularly with Office Managing Partners, Regional Talent leaders, and the HR/Talent Acquisition teams to ensure alignment across the firm. Collaborate with the communication and marketing teams to craft our entry –level talent acquisition brand strategy, collateral, and other materials. Share best practices and contribute to firmwide recruiting initiatives and resources. Support other talent acquisition projects and programatic hiring as needed. Qualifications/Skills Required Experience managing a successful recruitment or talent program required; preferably early career programs. Strong organizational, interpersonal, and communication skills. Strong attention to detail. Ability to build relationships across all seniority levels and manage multiple priorities simultaneously. High level of discretion and judgment; strong client service orientation. Highly collaborative, responsive, and professional. Demonstrates poise, sound judgment, and the ability to influence. Demonstrated ability to gauge shifting priorities and work efficiently to meet fast‑paced demands. Familiar with college recruitment platforms, and technologies utilized for bulk interviewing. Educational Requirements Bachelor's degree required. 5+ years of legal recruiting, talent acquisition, professional development, or related experience (law firm preferred). For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law. For New York City Metro area, the expected salary range for this position is between $105,000 and $120,000. The actual compensation will be determined based on experience and other factors permitted by law. For Los Angeles Metro area, the expected salary range for this position is between $100,000 and $115,000. The actual compensation will be determined based on experience and other factors permitted by law. In accordance with the Chicago Metro area, the expected salary range for this Illinois position is between $95,000 and $110,000. This position is also eligible for annual bonuses. The actual compensation will be determined based on experience and other factors permitted by law. Jackson Lewis offers a competitive benefits package that includes: medical, dental, vision, life and disability insurance 401(k) Retirement Plan Flexible Spending & Health Savings Account firm-paid holidays, vacation, and sick time We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law. We are a preeminent workplace law firm dedicated to our clients and passionate about providing the highest quality, creative and effective representation of employers on the full range of employment and labor law matters, through offices strategically located throughout the country. We provide a rewarding and collegial work environment for the leading attorneys in our field. We work hard to preserve the values that make Jackson Lewis a gratifying place to practice law. We are a law firm where people know each other and work together to best serve our clients.

Manage and optimize the appeals process for insurance carrier invoices, ensuring accuracy, timeliness, and compliance. | Bachelor's degree, 2+ years in legal billing/appeals, strong MS Office skills, highly organized, excellent communication. | Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”. Job Summary The Billing Appeals Specialist will represent the accounting department and work as a key member of the appeals team while providing full-service support to attorneys on all appeal questions. With limited supervision, the Specialist will liaise with attorneys and staff to make sure appeals are submitted accurately and in a timely manner, while partnering with billing to fully understand the details and make sure best practices and billing guidelines are followed. Duties and Responsibilities: • Manages the appeals process for insurance carriers’ invoices including • Drafting narratives for attorney approval to optimize the rate of appeal successes, • Managing deadlines for all appeals to ensure maximum recovery from clients, • Sending all exception reports and timely follow up reminders for appeal language wherever needed, • Maintaining an appeal log to monitor the status of invoices and outstanding accounts receivables. • Communicate on behalf of the Finance Department to in-house attorneys and answer questions regarding invoice issues and other aspects of the appeal process. • Collaborates with Appeals Team, its Director, and Billing & Collections to identify opportunities to decrease reductions with the Outside Counsel Guidelines and keeps informed of changes to insurance carriers’ Outside Counsel Guidelines, assessing the impact of these changes on existing processes and procedures. • Participates in process improvement including evaluating the Firms current protocols via addressing questions and issues arising in normal day activities. Identify opportunities for process improvements as well as enhancements to current training to prevent future issues. • Promote a high level of customer service; ensure excellent service is provided to the firm’s Principals and clients on both an individual and team basis. Skills and Educational Requirements: • Bachelor’s degree Required • 2+ years of legal billing/appeals experience. • Knowledge of Aderant and BillBlast a plus. • Strong MS Office skills (Excel, Word). • Highly Organized. • Excellent communication and problem-solving skills. • Ability to learn and adapt in an ever-changing environment. For Westchester County, NY the expected salary range for this position is between $33.50 and $38.00. The actual compensation will be determined based on experience and other factors permitted by law. For Albany, NY the expected salary range for this position is between $32.00 and $36.00. The actual compensation will be determined based on experience and other factors permitted by law. For Illinois the expected salary range for this position is between $33.50 and $38.00. The actual compensation will be determined based on experience and other factors permitted by law. We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.

Developing and implementing pricing strategies for legal services, analyzing profitability, and advising on fee arrangements. | Experience in law firm finance, AFAs, financial modeling, and strong communication skills. | Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”. Senior Pricing Analyst The Senior Pricing Analyst will serve as a strategic advisor to partners and leadership by developing innovative fee arrangements and driving awareness of how pricing impacts clients’ needs and business objectives. This role owns pricing strategy for complex matters, alternative fee arrangements (AFAs), and a high volume of high‑value RFPs, translating data into practical, defensible recommendations that balance client value with firm economics. The Senior Pricing Analyst is trusted to take pricing opportunities end‑to‑end, from intake through modeling, partner collaboration, proposal development, and post‑engagement performance monitoring. This is a senior individual contributor role requiring strong judgment, business acumen, and the ability to operate independently in a fast‑paced, deadline‑driven environment, while also helping standardize, scale, and continuously improve firmwide pricing processes. Key Responsibilities • Own pricing strategy and financial modeling for complex matters, AFAs, and a high volume of high‑value RFPs, renewals, and strategic client programs. • Develop recommended pricing positions and advance them proactively, clearly framing options, risks, and economic trade-offs. • Design, evaluate, and recommend AFAs (e.g., fixed fees, portfolios, phased caps, collars, success‑fees, etc.), with a focus on protecting realization and margin. • Partner with Legal Project Management to implement budgets, monitoring tools, and guardrails that preserve economics over the life of the matter. • Provide scenario modeling and risk analysis to support pricing decisions, negotiations, and internal alignment. • Act as a trusted advisor to partners; balancing a collaborative, coaching approach with clear, practical guardrails that reinforce pricing discipline and sound commercial decision‑making. • Work with attorneys to align scope, staffing, efficiency assumptions, and pricing with client objectives and firm profitability. • Collaborate with the proposal team to support a coordinated, client‑service‑focused approach to RFPs and pitches. • Leverage historical matter data to identify comparable engagements and develop defensible pricing, resourcing, and efficiency recommendations. • Compile and analyze revenue, realization, margin, and profitability data to support pricing decisions. • Contribute to and improve standard pricing templates, models, and scoping language. • Identify opportunities to reduce manual effort, improve consistency, and scale pricing support. • Assist in developing and reporting internal metrics that demonstrate the impact of pricing on firm performance. • Review outside counsel guidelines to ensure proper matter setup and pricing alignment. • Maintain and evolve best‑practice documentation related to pricing and AFAs. • Provide informal guidance, training, and mentorship to Pricing Analysts. The ideal candidate: • Communicates clearly, confidently, and credibly with partners, leadership, and peers, translating financial analysis into practical business decisions. • Thrives in a high‑volume, deadline‑driven environment and can balance numerous concurrent pricing and RFP deliverables without sacrificing quality. • Understands the business of law, including how scope, staffing, pricing, billing, and execution drive profitability and client satisfaction. • Is proactive and commercially minded, anticipating issues and opportunities rather than reacting to them. • Makes clear recommendations, moves work forward, and influences outcomes through sound judgment and credibility. • Brings sound judgment, responsiveness, and consistency that earns trust from attorneys and leadership. Skills and Educational Requirements: • 4+ years of pricing, finance, or budgeting experience, with at least 3 years in a law firm or professional services environment. • Hands‑on experience with AFAs, portfolio pricing, and financial modeling. • Strong experience analyzing margin, realization, and profitability. • Advanced Excel and financial modeling skills; experience with relational data systems. • Experience with law firm financial systems (e.g., Aderant, Iridium, or similar). • Excellent communication skills, with the ability to present complex financial concepts clearly to attorneys and leadership. • Proven ability to work independently and collaboratively across teams and geographies. • Demonstrated creative problem-solving capabilities. Preferred • Experience supporting labor & employment and/or litigation practices. • Exposure to pricing governance or intake models. • Comfort operating in a high‑volume, deadline‑driven environment. • Familiarity with SQL and/or Power BI is a plus. • Experience with e‑billing platforms and client portals. For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law. For New York City Metro area, Los Angeles and Chicago area, the expected salary range for this position is between $110,000 and $135,000. The actual compensation will be determined based on experience and other factors permitted by law. For Baltimore, the expected salary range for this position is between $100,000 and $117,000. This position is also eligible for annual bonuses. The actual compensation will be determined based on experience and other factors permitted by law. Jackson Lewis offers a competitive benefits package that includes: • Medical, dental, vision, life and disability insurance • 401(k) Retirement Plan • Flexible Spending & Health Savings Account • Firm-paid holidays, vacation, and sick time • Employee assistance program and other firm benefits. We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.

Developing and managing comprehensive total compensation programs, conducting market analysis, ensuring compliance, and leading compensation team. | Extensive experience in human resources compensation, leadership, and familiarity with compensation systems and methodologies. | Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee. The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”. The Director of Compensation is responsible for developing, implementing, and managing comprehensive total compensation programs for the firm. This role requires a deep knowledge of compensation structures, regulatory compliance, and expertise in market analysis to ensure competitive and equitable pay practices to attract and retain top legal talent in multiple locations across the country. Compensation Strategy And Design • Recommend, design, and implement compensation programs for attorneys, legal support and business services employees. • Develop and maintain equitable and fair salary structures. • Lead annual compensation planning, including market adjustments and promotional guidelines. • Partner with leadership to evaluate and create fiscally effective incentive programs. Market Analysis and Benchmarking • Conduct regular market analysis through participation in specific legal, business and services industry surveys. • Monitor the firm’s competitive position and recommend adjustments that maintain market competitiveness and ensure internal equity. • Provide data-driven recommendations for compensation decisions and budget planning. Compliance • Ensure compliance with federal and state wage and hour laws, including FLSA and the Equal Pay Act. • Partner with leadership and the office of general counsel on compensation related matters. • Maintain policies and procedures that ensure compliance with regulations and firm compensation philosophy. • Establish standard operating procedures to ensure compensation team consistency. Leadership and Collaboration • Lead and develop compensation team. • Serve as subject matter expert, advisor and partner to the firm’s HR Business Partners, Professional Development Managers, talent acquisition team, hiring managers and firm leaders. • Collaborate with finance team on annual compensation budgeting and incentive program forecasts. • Partner with internal experts including communications, HR leadership and general counsel on drafting incentive plan documents. • Present compensation recommendations and insights to senior leadership. • Develop compensation guides, training, and presentations as appropriate Technology and Process Improvement • Oversee compensation management systems including the implementation of Workday compensation module capabilities across the firm and tools such as survey platforms. • Drive continual process improvements and automation to enhance team efficiency and accuracy. • Develop reporting and analytics capabilities to provide actionable insights into leadership. • Manage vendor relationships. Required Qualifications • Bachelor’s degree in human resources, business administration, finance, or another related field • Compensation Certification such as Certification Compensation Professional (CCP), Compensation Management Specialist (CMS) Experience • Minimum of 10 years of experience in human resources with a least 8 years of progressive compensation experience with at least 3 years of compensation focus in the services industry. • At least 5 years of leadership experience • Deep understanding of compensation structures with proven experience in compensation surveys and benchmarking methodologies • Advanced knowledge and capabilities with excel and compensation tools. • Experience with HRIS compensation systems, preferably workday • Strong qualitative and analytical skills with the ability to interpret complex data. • Knowledge and experience with job evaluation methodologies For New York City Metro area, the expected salary range for this position is between $185,000 and $205,000. The actual compensation will be determined based on experience and other factors permitted by law. We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.