At Fuze Health, we put patients first and tirelessly address the most pressing needs in healthcare. We empower millions to digitally connect with care providers, essential health resources and needed treatments – and enable care providers, employers, health plans and life sciences companies to meaningfully enhance quality, outcomes and value. We are dedicated to helping our partners evolve and modernize to meet emerging patient and marketplace needs.

Fuze Health’s foundation is built upon the strategic combination of several proven, technology-powered innovators in the digital health, diagnostics, and pharmacy sectors. Our growing portfolio brings together the capabilities of industry leaders including LetsGetChecked, Truepill, and Alto Pharmacy, to create a distinctive, unified force in healthcare. Together, we have the shared vision, advanced capabilities and talented teams to deliver next-generation solutions that patients and healthcare partners need today and into the future.

Job Description

The Deputy General Counsel, Employment & Labor serves as the primary legal leader and strategic advisor supporting Fuze Health’s workforce strategy, employment operations, and labor compliance functions. Operating at the intersection of healthcare delivery, workforce innovation, and organizational growth, this role is deeply embedded in the company’s talent strategy, clinical workforce model, and expansion initiatives.

The Deputy General Counsel will act as a leader in developing and implementing enterprise employment strategies, advising executive leadership on workforce architecture, organizational growth, and labor risk management. This role will provide strategic counsel on complex employment matters, workforce design, compensation and retention programs, regulatory compliance, and healthcare-specific employment issues, while overseeing employment litigation, employee relations, and critical workforce-related vendor partnerships.

Key Responsibilities

• Strategic Enterprise & Workforce Architecture: Assist in the creation of Global employment practices and strategies.

• Workforce Design: Architect and advise on complex workforce models combining corporate employees, W-2 staff (telehealth and on-site), independent contractors (1099), and multi-state staffing partnerships.

• Growth & Scale Enablement: Evaluate the employment and labor law implications of corporate expansions, mergers and acquisitions, and new state market entries. Influence go/no-go decisions based on structural employment risk and wage-and-hour modeling.

• Strategy & Workplace Protection

• Employment Strategy: * Strategic Alignment: Ensure alignment between multi-state employment practices, clinical licensing boards, and healthcare-specific workplace regulations.

• Policy & Retention Strategy: Drive enterprise-wide strategy for executive compensation agreements, restrictive covenants (non-competes/solicitations), and specialized retention or separation programs.

• Regulatory Compliance & Risk Mitigation

• Regulatory Gatekeeping: Function as the internal strategic gatekeeper, ensuring hiring, compensation, and termination initiatives remain compliant and defensible under state and federal frameworks.

• Healthcare-Specific Employment Risks: Routinely evaluate and mitigate exposure related to corporate practice of medicine (CPOM) implications on clinical employment, whistleblower protections, background screening/OIG exclusion checks, and peer review processes.

• Labor & Wage Compliance: Oversight of FLSA classifications (exempt vs. non-exempt) for hybrid/remote workers, multi-state wage-and-hour compliance, pay transparency laws, and workplace safety (OSHA) regulations.

• Leadership & Operational Oversight

• Team Management: work within a dedicated team of attorneys, paralegals, and employee relations professionals, fostering a high-performance, collaborative culture. Manage outside counsel resources.

• Litigation & Vendor Risk: Oversee outside counsel in employment litigation, administrative charges (EEOC, DOL, state analogs), and arbitrations. Direct critical vendor agreements involving professional employer organizations (PEOs), HR technology platforms, and specialized talent acquisition vendors.

Required Experience & Qualifications

• ​​Education & Licensure: J.D. from an accredited law school and an active license in good standing to practice law in at least one U.S. jurisdiction.

• Experience: 12–14 years of legal experience specializing in labor and employment law (a combination of top-tier law firm and in-house experience in a high-growth environment is highly preferred).

• Healthcare/Clinical Workforce Expertise: Deep subject matter expertise in managing employment matters within the healthcare, telehealth, or digital health ecosystem, including specific experience with clinical/physician workforce nuances.

• Strategic Acumen: Demonstrated history of operating as a lead advisor to executive leadership and HR executives on high-stakes, enterprise-wide employment strategies and organizational restructurings.

• Subject Matter Knowledge: Comprehensive knowledge of federal and state employment laws (Title VII, ADA, FMLA, FLSA, ERISA) and healthcare-adjacent workplace risks (whistleblower laws, CPOM alignment, clinical credentialing overlap).

• Leadership: Proven management skills with experience leading internal attorneys, directing outside counsel budgets, and driving enterprise-level labor strategy across cross-functional executive teams.

• Working Style: Exceptional communication and judgment, with the ability to provide rapid-turn analysis on urgent employee relations matters and assess broader strategic, reputational, and cultural risk beyond black-letter labor statutes.

Additional Information

Additional Physical Job Requirements

Physical requirements for this role include the ability to work at a computer terminal with monitor, keyboard and mouse for extended periods of time, stoop, bend, and reach for equipment and supplies, make frequent repetitive motions required to operate a computer that include the wrists, hands and fingers, and lift, carry, push, pull, and move light objects up to 20 pounds. The role also requires the ability to effectively communicate through verbal interactions, discern auditory information, and visually perceive details to perform essential job functions.

Consistent with the Americans with Disabilities Act (ADA) and similar applicable state laws, it is Fuze Health’s policy to provide reasonable accommodation to enable qualified individuals with disabilities to perform essential job functions, unless such accommodation would cause an undue hardship.

Salary and Benefits

Salary Range: $235,000-280,000

Commission Eligible: No

Travel: Yes - Required up to 10% of the time

Location Requirement: Fuze Health is limited to individuals residing in the following states: Alabama, Arizona, Arkansas, California, Colorado, Connecticut, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, Tennessee, Texas, Vermont, Virginia, Washington (WA), Wisconsin.

Employment Authorization Requirement: Applicants must be authorized to work for any employer in the U.S.

Benefits: Full-time employee benefits include: dental, vision, and multiple group medical plans to choose from, a 401(k) retirement savings plan, group life insurance, accidental death and dismemberment (AD&D) insurance, flexible spending account (FSA) and health savings account (HSA), commuter benefits, employer-paid short-term (STD) and long-term disability (LTD) insurance, and additional supplemental insurance plans (spouse life insurance, legal insurance, an employee assistance program, home health testing kits, and a fertility medication discount program). Employees are also provided flexible vacation time, accrued paid sick time, 10 paid holidays, (2 floating holidays for full time non-exempt employees) , and eight weeks of paid parental leave for eligible employees, additional paid weeks for the birthing parent, 4 weeks paid caregiver leave, and a Lifestyle Spending Account allowance each month. More Benefits Information Here: Fuze Health Benefits Site.

Application deadline: July 30, 2026

#LI-Remote ​

Equal Opportunity Employer

Fuze Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, gender identity, sexual orientation, age, disability, veteran status, or any other legally protected basis. If you have a disability and require reasonable accommodation during any portion of the application or hiring process, please contact us at [email protected].

Fuze Health considers qualified applicants with arrest or conviction records for employment and conducts background checks consistent with applicable law, including the California, Los Angeles County, San Francisco, Philadelphia, and New York City Fair Chance laws. We are an E-Verify participating company.

Use of Automated Decision Tools

Fuze Health recruiters and hiring managers may use automated decision tools to help identify candidates who match the stated job requirements, and to what extent. These tools are designed to help ensure fairness in all aspects of the hiring process by providing recruiters and hiring managers with data-backed insights based on information provided in your resume, including work experience, education, and other skills. Fuze Health does not use automated decision tools to make hiring decisions; hiring decisions always involve human review and input. If you have any questions or would like to request an alternative process, please contact us at [email protected].

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