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Hr Legal Jobs (NOW HIRING)

CIBT

Business Development - Director

San Francisco, CA · On-site

$90K - $110K/yr

Navigate multi-stakeholder buying committees spanning HR, Legal, Procurement, and Global Mobility Pipeline & Revenue Discipline * Maintain rigorous CRM hygiene in Salesforce-accurate staging, next ...

CIBTvisas, Inc

$90K - $110K/yr

Navigate multi-stakeholder buying committees spanning HR, Legal, Procurement, and Global Mobility Pipeline & Revenue Discipline * Maintain rigorous CRM hygiene in Salesforce--accurate staging, next ...

American Electric Power Co.

$116K - $151K/yr

Prepare findings reports for HR, Legal, Ethics, Physical Security, and other stakeholders. * Develop and maintain Digital Forensics policies and procedures documentation. * Support risk-reduction ...

Prime Communications

Risk Coordinator

Sugar Land, TX · On-site

$40K - $55K/yr

... legal, compliance, HR, or case management environments What Success Looks Like - Claims are accurate, organized, and progressing efficiently - Follow-ups are handled proactively and on time ...

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Hr Legal information

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$27K

$48.2K

$74K

How much do hr legal jobs pay per year?

As of Sep 12, 2026, the average yearly pay for hr legal in the United States is $48,215.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,000.00 and $55,000.00 per year, depending on experience, location, and employer.

What is an HR Legal professional?

HR Legal professionals are specialists who work at the intersection of human resources and employment law. They ensure that a company's HR policies, practices, and procedures comply with local, state, and federal labor laws. Their responsibilities may include advising on employee relations, handling workplace disputes, managing compliance issues, and reducing legal risks for the organization. They often collaborate with HR teams and legal counsel to provide guidance on matters such as contracts, terminations, discrimination, and workplace policies.

What are the key skills and qualifications needed to thrive as an HR Legal professional?

To thrive as an HR Legal professional, you need a solid understanding of employment law, HR policies, and compliance, usually supported by a law degree or HR certification. Familiarity with legal research databases, HR information systems (HRIS), and document management tools is typically required. Strong negotiation, analytical thinking, and effective communication skills help you navigate complex legal scenarios and advise stakeholders. These competencies are crucial to ensure organizational compliance, mitigate legal risks, and foster a fair workplace.

How does an HR Legal professional typically collaborate with other departments within an organization?

HR Legal professionals work closely with HR teams, management, and sometimes external legal counsel to ensure policies and practices are compliant with employment laws. They often advise on matters such as hiring, terminations, workplace investigations, and policy updates. Regular collaboration is required with department heads to address employee relations issues and to provide legal guidance on disciplinary actions. This cross-functional teamwork helps prevent legal risks and fosters a compliant and fair workplace.

What is the difference between Hr Legal vs HR Coordinator?

AspectHr LegalHR Coordinator
Required CredentialsLegal or HR certifications, law degree often preferredHR certifications, bachelor’s degree in HR or related field
Work EnvironmentLegal departments, HR compliance teamsHR departments, administrative offices
Employer & Industry UsageLegal firms, corporate HR, compliance rolesCorporate, nonprofit, and government HR teams
Common Search & ComparisonLegal expertise in HR policiesAdministrative HR support roles

While both roles are involved in HR functions, Hr Legal focuses on legal compliance, employment law, and policy interpretation, often requiring legal credentials. HR Coordinators handle day-to-day HR operations, employee relations, and administrative tasks. Understanding these differences helps job seekers identify roles aligned with their skills and career goals.

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What are the most commonly searched types of Hr Legal jobs?

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What states have the most Hr Legal jobs?

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Hr Legal jobs near you
Infographic showing various Hr Legal job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $48,215 per year, or $23.2 per hour.

Lead Compensation - Equity Administration

New York, NY • On-site

GlobalFoundries
Manufacturing • 10K+ employees
Learn more about GlobalFoundriesexternal

Full-time

Posted 25 days ago

Key responsibilities

  • Lead monthly equity grant administration activities, including grant loads, approvals, data validation, and coordination with internal stakeholders and the external plan administrator.

  • Perform complex data reconciliations between HR systems, payroll data, and the equity plan sponsor portal; identify root causes, resolve discrepancies, and recommend process improvements.

  • Provide timely, accurate, and consultative support to employees, HRBPs, and leaders on equity award status, ESPP participation, eligibility, and program administration through designated support channels.

GlobalFoundries rating

8.3

Company rating: 8.3 out of 10

Based on 35 frontline employees who took The Breakroom Quiz

Job description

About GlobalFoundries:
GlobalFoundries is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world's most inspired technology companies. With a global manufacturing footprint spanning three continents, GlobalFoundries makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit www.gf.com.
Summary of Role:
In this position, you will play a key role in the administration, analysis, and continuous improvement of the company's equity compensation programs and policies, including Long-Term Incentive (LTI) and Employee Stock Purchase Plan (ESPP). This role will partner with HR, Legal, Payroll, Tax, Finance, and external plan administrators to ensure accurate, compliant, and timely execution of equity processes, while providing subject matter support, data insights, and guidance to employees and business stakeholders.
Essential Responsibilities include:
  • Lead monthly equity grant administration activities, including grant loads, approvals, data validation, and coordination with internal stakeholders and the external plan administrator.
  • Perform complex data reconciliations between HR systems, payroll data, and the equity plan sponsor portal; identify root causes, resolve discrepancies, and recommend process improvements.
  • Provide timely, accurate, and consultative support to employees, HRBPs, and leaders on equity award status, ESPP participation, eligibility, and program administration through designated support channels.
  • Oversee collection, tracking, and retention of executed agreements and required documentation to support equity grant and/or ESPP enrollment.
  • Partner with HRBPs, Compensation, Legal, Tax, Payroll, Finance, and external vendors to support equity program execution, reporting, issue resolution, and stakeholder communications.
  • Coordinate equity compensation transaction reporting with global payroll teams before and after equity distribution transactions, ensuring accuracy, completeness, and adherence to local payroll and tax requirements.
  • Develop and maintain equity-related process documentation, controls, calendars, and reporting routines to improve efficiency, consistency, and audit readiness.
  • Analyze equity program data and trends to support leadership reporting, program governance, compliance reviews, and strategic compensation initiatives.

Other Responsibilities:
  • Fulfill and, where appropriate, lead internal ad-hoc reporting and analysis requests from HR, Legal, Financial Reporting, Tax, Payroll, Finance, and senior leadership.
  • Perform equity compensation analytics, prepare insights and recommendations, and support broader Compensation processes, projects, and annual cycles as needed.
  • Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs.
  • Ad-hoc duties as assigned.

Required Qualifications:
  • Education - Completed Bachelor's Degree in the field of Human Resources, Data Analytics, or Business or related discipline.
  • Experience: total of 6 years of relatable experience including 3+ years of Compensation, Equity Compensation, Stock Plan Administration, HR Operations, Payroll, Finance, or related experience; more senior-level candidates should bring relevant experience with demonstrated ownership of complex processes or programs.
  • Advanced proficiency in Excel and strong working knowledge of Word, PowerPoint, Outlook, and HRIS or equity administration systems.
  • Demonstrated ability to manage confidential, sensitive, and complex employee and compensation data with accuracy, discretion, and sound judgment.
  • Strong analytical, problem-solving, and project management skills, with the ability to manage recurring operational processes while supporting broader program initiatives.
  • Experience partnering cross-functionally with HR, Legal, Tax, Payroll, Finance, and external vendors in a global organization.
  • Language Fluency - English (Written & Verbal)
  • Full-Time Position

Preferred Qualifications:
  • Experience with Fidelity PSW or a similar equity administration platform.
  • Ability to independently manage projects, drive deliverables, and collaborate effectively across teams and functions.
  • Demonstrated ability to work effectively within a global organization, including experience supporting multi-country equity, payroll, or compensation processes.
  • Strong written and verbal communication skills, with the ability to explain complex equity topics clearly to employees, HR partners, and leaders.
  • Strong planning and organizational skills, with the ability to manage competing priorities, deadlines, and recurring operational cycles.
  • Expert-level Excel skills, including advanced formulas, lookups, data validation, pivot tables, and reconciliation techniques; experience with reporting tools or dashboards preferred.
  • Strong analytical skills, including the ability to interpret data, identify trends, assess risks, and make practical recommendations to improve processes and outcomes.

Expected Salary Range
$88,000.00 - $177,000.00
The exact Salary will be determined based on qualifications, experience and location.
If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations.
GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory.
All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law

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