Legal Research Analyst

Description The Legal Research Analyst will be part of SIA's global research team. The Legal Research Analyst will be responsible for the conduct of research, development of reports and articles providing information and guidance to clients of SIA on the legal and regulatory aspects of contingent work and workforce solutions in the Americas region comprising Canada, the US, and countries in the Caribbean and Latin America. Reporting to: Director of Legal and Regulatory Research. Responsibilities include : Developing unsurpassed expertise on compliance with federal and state laws and regulations pertaining to the provision and use of contingent labor including temporary agency workers, freelancers and independent contractors in the Americas region. Monitoring changes in legislation and supporting clients of SIA (suppliers and buyers of contingent labor) to understand the implications for their businesses. Producing periodic comprehensive written reports and articles that communicate key business intelligence and analysis in clear and precise language using data from primary and secondary sources. This will include the production of the quarterly Legal Update reports for North America and Latin America together with ad hoc reports covering specific jurisdictions and significant legal developments in more detail. Working closely with co-workers to develop extensions of current research product offerings as well as assisting in the development and planning for new research-related offerings and services/products. Participating in data collection via surveys and manipulation of publicly available data, in support of understanding attitudes and reactions to legislative and regulatory trends. Uploading and maintaining content on SIA's website including research and loading data into interactive research tools. Developing additional technological expertise as required. Responding to queries from SIA's clients regarding compliance and risk issues. Moderating or participating in client-sponsored webinars, particularly those covering legal topics Attending and participating in conferences as a member of SIA's international research team and assisting as needed with any or all conference planning activities, including speaker recruitment and support work related to the development and construction of speaker presentations. Working closely with national staffing associations and other relevant legal experts to create mutually beneficial relationships. QUALIFICATIONS The ideal candidate will be an experienced legal professional with knowledge and expertise in compliance and risk management able to demonstrate the following: Legal Knowledge - You will be a qualified lawyer or compliance expert, with ideally a demonstrated history of working in the staffing and recruiting industry. A deep understanding of the legal and regulatory environment in relation to the workforce solutions sector is important but not essential. However, a willingness to learn and understand the unique characteristics of the workforce solutions business sector is. Commercial Awareness and Research Skills - You have a passion for legal drafting, writing, and analysis, with uncompromising attention to detail. Your general analytical and problem-solving skills are excellent, and you have the ability to identify what information is relevant for your audience out of a mass of information. You will need to be able to understand the nuances of the political, economic, legal and technological environment affecting the workforce solutions sector, how this is evolving, and how this affects your clients' businesses to determine what research will be of most use to them. Communication Skills - You are comfortable interacting with CEO's and top executives to build relationships and engender confidence. You can communicate the results of your research both in writing and orally to business executives in a succinct and compelling manner. You are a confident public speaker. You have excellent writing skills and experience of writing about compliance for an executive level business audience. Your attention to detail is important as is the ability to convey complex information clearly and concisely. Flexibility and Autonomy - You demonstrate initiative and can prioritize and manage your own work and time. You can demonstrate good time management and experience of setting and meeting deadlines. You will also be comfortable working in a flexible team environment and are eager to collaborate with others as needed to achieve the organization's goals. Values . Those you have worked with, co-workers and clients, respect you, trust you and would recommend you as an adviser and someone they would wish to work with again. You understand and can demonstrate the qualities of honesty, integrity and ethical behavior. Languages. You will be fluent in English. The ability to understand other languages, such as Spanish or Portuguese, would be an advantage. Computer proficient. A strong understanding of Microsoft Office, legal search engines and other online research tools . Relevant experience, as outlined below, would be an advantage: Position as general counsel or compliance manager within the staffing industry (with a staffing firm, MSP, PEO, EOR or other related service provider) Employment attorney with an understanding of FLSA, FCRA, state wage and hour, EEOC, and ADA compliance, as well as data privacy laws. This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay. Pay Transparency Disclosure: The estimated base salary for this position is $100,000 - $145,000. The final salary offering will take into accounta wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance. #LI-KL1 #mid #research #full-time #LI-Remote Brand Overview: Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA's independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program. Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England. @SIAnalysts About Crain Communications: Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, . Environmental Demands Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change. An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves. A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC. A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval, subject to change. Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work. Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change. Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work-exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. 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)

Created: 2024-11-13