Title: Corporate Counsel

Department: Legal

Reports To: General Counsel, Legal & Executive Vice President & Regulatory Affairs

 Classification: Full-time

Employment Type: Exempt

Years of Experience: 5-8 Years

Education Level: Doctorate

Travel Requirement: 10%

Position Summary

NAB's Corporate Counsel acts as "in-house" attorney on a broad array of issues pertaining to the internal and business operation of a large trade association. He/she advises association concerning legal rights, obligations, and privileges by performing the following duties:

Specific Duties and Responsibilities

• Prepares business contracts and administers other legal matters; acts as agent of association in various transactions

• Responsible for matters related to personnel policy/hiring/termination

• Evaluates insurance, as well as numerous corporate and finance matters

• Manages legal aspects of NAB's convention/trade show/vendor/hotel contracts as well as software licenses and research agreements

• Provides guidance and assistance in maintaining and protecting NAB's registered marks

• Prepares and/or reviews board minutes

• Attends and provides a wide variety of legal support at NAB's annual convention/trade show

• Provides compliance support to NAB's political action committee and oversees Lobbying Disclosure Act compliance

• Examines legal data to determine advisability of defending or prosecuting lawsuits

• Advises association concerning transactions of business involving internal affairs, employment, directors, officers and compliance with laws governing association activities

Core Competencies

Interpersonal Relationships/Interactions Demonstrates a genuine interest and sensitivity in the thoughts, opinions, values and needs of co workers and customers and views differences in these areas as both inevitable and acceptable. Avoids speaking, writing or doing other things that could be seen as disrespectful, exclusionary, discriminatory or offensive in nature. Deals with others in a professional manner. Recognizes and shows respect for the strengths and contributions of others. This is in clear contrast to behaviors that leave people feeling that their thoughts, opinions, values and needs are of little interest or are somehow inappropriate and unacceptable; a tendency to habitually say, write or do things that are disrespectful to individuals who are not present or who are otherwise unaware what has been communicated; and/or a strong tendency to notice and recognize missed expectations and failures.

Position Specific Competencies

Conflict Management Takes actions that resolve conflicts in a manner that is best for both the organization and the individuals involved. Addresses complaints and problems quickly and effectively, keeps all parties informed of the status of any negotiations required, encourages employees to report problems or concerns and negotiates outcomes that are viewed as fair and even-handed. Maintains stable performance and emotional control when faced with opposition, pressure, hostility from others and/or stressful conditions. This is quite different from those who tend to ignore conflicts or complaints, do not keep interested parties abreast of the status for resolving issues, fail to make it comfortable for people to express concerns or appear unable or unwilling to facilitate a process that helps resolve conflicts.

Developing Others Empowers others in an intentional manner that accepts the risk of mistakes while focusing on the benefits. Allows others to find their way, yet helps when needed. Provides useful and timely feedback, challenges and motivates employees, offers developmental opportunities. Provides challenging assignments and skill development tasks. Uses good judgment related to the level of authority and the amount of leeway to extend to particular individuals. This contrasts with leaders who focus more on the risks involved from empowerment, do not make it clear how much authority someone has been given or use poor judgment about how much to empower particular individuals.

Problem Solving Takes a proactive approach to anticipating and preventing problems. Uses logic and methods to solve difficult problems resulting in effective solutions. Seeks a variety of resources and data as part of the problem solving process. The majority of the decision made result in correct and accurate results. Decides whether solving the problem should involve others. This differs from those who are not proactive, typically get surprised when problems occur, attempt to solve problems without the right mix of people involved, push too quickly for solutions or generate solutions that are not viable.

Internal / External Relations Reports to the General Counsel. Works with various departments inside the organization and with NAB's leadership team. Externally, this position interacts with NAB member companies, outside counsel and vendors, as needed.

Additional Requirements

• Juris doctorate required

• Language Ability: Ability to read, analyze, and interpret the most complex documents. Ability to respond effectively to the most sensitive inquiries or complaints.

• Certificates and Licenses: Bar Membership

Employee Statement of Understanding

I have read and understand the job description for my position. I am able to perform all of the essential functions of this position.

I agree to comply with NAB's Employment Policies and Practices Manual and all laws, rules, regulations and standards of conduct relating to my position. As an employee, I understand my duty to report any suspected violations of the law or the standards of conduct to my immediate supervisor.

As an employee, I will strive to uphold the mission and vision of the organization. All employees are required to adhere to the values in all their interactions with customers and fellow employees.