| The New Jersey Hospital Association, a healthcare trade group located in Princeton, NJ seeks a candidate to assist the General Counsel in providing leadership for legal services in all areas of association business including contracts, litigation, employment law, healthcare trustee relations and governance, and advice on legal matters for the association and its Boards of Directors. Hands-on role also includes reviewing and analyzing laws and regulations, drafting articles and technical communications as well as conducting relevant research. |
Juris Doctor degree with a license to practice and a member in good standing with the New Jersey Bar or licensed as an in-house counsel by the New Jersey Bar. A minimum of three years general corporate law experience is required. Prior health law experience, including familiarity with regulatory issues, preferred. Excellent research, analytical and communications skills including writing and presentation required.
Qualified candidates should send resume with cover letter that indicates position of interest via email to NJHAJobs@njha.com or via fax 609-243-9349. In compliance with the ADA Amendments Act (ADAAA), should you have a disability and would like to request an accommodation in order to apply for a currently open position with NJHA, please call 609-275-4004.
NJHA is a government contractor that complies with Executive Orders 11246, 13672,13665, as well as Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA). As such, the term “contractor” will apply to NJHA as stated below in this policy.
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 our organization’s legal duty to furnish information.
EEO Employer/F/M/Vet/Disabled, or other options