Vice President, Deputy General Counsel
The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. The AHA has two main offices, located in Washington, D.C. and Chicago. We are currently seeking a Vice President, Deputy General Counsel for our Washington, DC office. This position is a hybrid role (three days in the office, two days working remote).
The Vice President, Deputy General Counsel works with the AHA General Counsel to provide legal expertise for AHA's policy and regulatory advocacy, as well as counsel and assistance to the AHA and its subsidiary and related organizations, including allied organizations, to accomplish the organization's mission and goals. In addition, develops and coordinates both policy litigation and strategy. This role also serves as a liaison between the association and various federal agencies, federal and state courts, and other associations on assigned legal and strategic issues.
- Provides constructive, clear and concise legal advice in a manner that is accessible and useful to non–lawyers and permits them to accomplish AHA objectives within necessary legal constraints in coordination with the General Counsel.
- Handles legal matters such as: policy litigation; counsel on legislation and regulation; tax–exempt issues; and leads litigation for commercial disputes.
- Responsible for amicus briefs filed on behalf of the association, as well as tracing, monitoring, reporting on and advocating for improvement to federal fraud and abuse issues and other federal statutes that impact hospitals.
- Drafts or coordinates Association comments on proposed federal regulations on assigned legal issues.
- Interact with AHA members and allied association, including their general counsels. Collaborates with the General Counsel to prepare and provide presentations to those members and associations, including at AHA events.
- Performs other duties as assigned by General Counsel.
We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long–term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and more.
The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call and ask for the Director, Human Resources and let us know the nature of your request and your contact information.
The AHA participates in the E–Verify Program.Qualifications Education
Juris Doctorate or better.Experience
7–10 years: •Law firm experience, including litigation and counseling generally applicable to health care and hospitals. •In–house hospital or government experience. •Some counseling experience related to contracts and intellectual property law. •Broad knowledge incorporating all relevant aspects of litigation, legislation and policy matters applicable to the health care field. • Advanced skills in Microsoft Office (Word, Excel, Outlook, PowerPoint).
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)