Total 12 Director/C-Level Legal / Public / Security job vacancies in Washington, Tyne and Wear, NE38 7HQ

As a Deputy Assistant Director for Enforcement, you will:

• Assist the Assistant Director of Enforcement (ADE) in overall management and supervision of the Enforcement division.
• Assist with the direction of staff responsible for conducting enforcement investigations.
• Serve as expert technical authority on sanctions violations and enforcement matters and provide inputs and clearance on agency documents.
• Engage with the public, private sector representatives, and government officials.
• Develop divisional and agency-wide policies, procedures, and strategies.

Major duties include but are not limited to:

- Act as the Director's principal advisor regarding policy and program matters pertaining to enforcement activities undertaken according to Title I of ERISA In so doing, provides leadership and direction in the formulation, development, and execution of the functional responsibilities of the Office of Enforcement; the establishment of Agency objectives; in the evaluation of achievements and corrections of inadequacies in the Agency's enforcement program; in the review and recommendation of plans and programs designed to ensure the enforcement of ERISA mandates; and in the establishment and maintenance of inter- and intra-agency liaison.

- Lead efforts in the development of national policies and strategies to achieve ERISA's goal of protecting the interest of employee benefit plan participants and their beneficiaries; collaborates with the National Office Directors and Regional Directors in the development of major EBSA policies and goals by reference to, among other things, guidance from various components within the National Office as well as field resources, capabilities, and the scrutiny and examination of operating potentials.

- Provide executive level management and review of four major OE program components (i.e. Division of Financial Investigations; Division of Health Investigations, Division of Criminal Investigations, and Division of Field Operations and Support); works closely with all four Office of Enforcement division chiefs and other subordinate managers and technical experts to ensure effective implementation of EBSA enforcement policies, maximum efficiency and productivity; implementation of effective working procedures; and coordination and collaboration with Regional Offices, National office components, and other DOL/Federal agencies, and various professional organizations.

- Represent EBSA in meetings with employee benefit plan administrators, fiduciaries, attorneys, representatives of plan sponsors, the media, and other interest parties; convey the Department's findings and conclusions with regard to enforcement activities and enter into agreements where violations of ERISA are voluntarily corrected; meets with other agencies, industry groups, and other special interest groups to present EBSA's enforcement policies and priorities and enhances the understanding of other government agencies and the public of ERISA and their responsibilities under the law.

- Responsible for the technical and administrative supervision of a large and complex staff in professional, technical, clerical, and administrative work to carry out the mission of the organization. This also requires managing work through subordinate supervisor(s) or lead(s). Directly supervises professional, technical, clerical, and/or administrative work. Also determines whether the contractor performed work meets standards of adequacy.

- Plan work to be accomplished by subordinates; makes assignments based on capability and expertise; evaluates the subordinate supervisors' performance and the performance of those employees reporting directly to him/her; gives advice or instruction to subordinates on work and administrative matters.

- Interview candidates for positions; recommends appointment, promotion, or assignment for positions; makes or approves selections for subordinate non-supervisory positions; hears or resolves group grievances or serious complaints from employees; and effects disciplinary measures. Responsible for ensuring all personnel management actions are in accordance with merit principles and Equal Employment Opportunity (EEO) program guidance.

- Responsible for long term programming and annual budgeting submissions and ensures program accomplishments are within budget allocations. Makes recommendations for budget adjustments.

- Performs other related duties as assigned.

• Oversees attorneys providing legal advice and assistance to proposing and deciding officials on discipline, non-discipline, or other corrective actions arising from administrative investigations.
• Manages the work of litigating attorneys representing the FDIC and practicing before administrative and judicial forums, including the Merit Systems Protection Board. Oversees the work performed by those attorneys, including litigation briefs, memoranda of law, pre-trial discovery, analysis of evidence and other legal activities and documents related to sensitive litigation issues, including those involving questions of first impression and with conflicting precedent that require extensive research, analysis and/or ingenuity to resolve.
• Represents the FDIC in litigation efforts and/or provides oversight, review, and strategic direction for the negotiation of the highly complex agreements and settlements. Tracks, researches, and monitors decisions to ensure consistent application of adverse activity and highlights anomalies for additional review.
• Advises and briefs the OPC leadership and the FDIC Board of Directors on highly complex and sensitive personnel, disciplinary, and litigation cases. Conducts presentations, briefings, case updates, and/or reports to leadership and/or the Board of Directors. Maintains lines of communication between the Office of General Counsel, Office of the Inspector General (OIG) and the OPC.
• Collaborates on the development and implementation of OPC disciplinary, non-disciplinary, and litigation policies and procedures. Partners with other managers and executives in the OPC to ensure alignment of functions to guidance.
• Participates in special assignments and efforts, including review of decisions, recommendations, internal policy, internal standard operating procedures, correspondence, and other work products, which result in the production and delivery of work products and services to the organizations.
• Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and, evaluating work performance and providing feedback. Identifies developmental and training needs of employees, provides and/or arranges for needed developmental training. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/ disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops and communicates strategic plans and supports OPC mission, vision goals and objectives. Negotiates resources for continuous improvement of processes and programs. Identifies resources required the section, including advocating for staffing requirements and/or sourcing detail assistance from other divisions/offices. Justifies, executes, and tracks section budget activities; reviews and requests budget modifications in conjunction with the Deputy Director.
• Ensures that Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, and programs are executed equitably consistent with Corporate policy, legal requirements, and the mission of the Division; organizes, coordinates, and manages the work of diverse teams of employees by assigning work, developing employee skills, assessing/monitoring employee performance, and promoting inclusion.
• Performs other duties as assigned.

The Deputy Chief of the Litigation Unit is primarily responsible for directing, and supervising the Unit's attorneys, and two Assistant Deputy Chiefs. The Deputy Chief for Litigation also works with the supervisory paralegal specialist to coordinate the work of the paralegals, and oversees all of the litigation functions of the Section, including:

• Assignment and monitoring of workloads;
• Writing annual performance appraisals and other employee relations related matters;
• Coordinating the preparation of weekly and other periodic reports regarding the Unit's significant cases;
• Supervision of the Unit's statistical reporting to the Criminal Division and Organized Crime and Drug Enforcement Task Force (OCDETF);
• Ensuring that the Department's litigation-related policies and practices are adhered to by the Unit's attorneys;
• Coordinating the professional development, training, and mentoring of the Unit's attorneys;
• Coordinating and interacting with management from federal and international law enforcement agencies with whom Litigation Unit attorneys work;
• Representing the Section at international coordination meetings and at national and international narcotics-related conferences and training seminars; and
• Serving as the Section's liaison to the OCDETF at its periodic Regional and National conferences.

This position is in the Office of the Assistant Attorney General (AAG) for the Antitrust Division of the Department of Justice in Washington, D.C. The incumbent serves as Director of Litigation reporting directly to a Deputy Assistant Attorney General. The incumbent provides executive leadership over, and exercises assigned authority for, the planning, direction, timely execution, and evaluation of ATR's Litigation Program. The incumbent also oversees and manages civil and criminal litigation strategies and tactics across the Division's cases.

Major duties and responsibilities include, but are not limited to:

• Responsible for executive oversight and management of all matters concerning possible violations of antitrust law of major economic significance. Recommends and provides advice regarding investigative plans for civil and criminal matters that should be pursued.
• Oversees and manages civil and criminal trial and/or hearing strategies with legal staffs and, if necessary, must be prepared to take over any civil or criminal litigation matters in the courtroom and to independently handle arguments of major issues or negotiations with defense counsel. Utilizes extensive expertise to provide subject matter training and guidance to Division managers, attorneys, paralegals, and other staff on civil and criminal litigation principles and procedures.
• Leads oversight of strategic planning for the implementation of short- and long-term goals and objectives, while independently assessing the feasibility, balance, and support for these objectives. Identifies potential problems and devises various contingency plans to address the problems. Develops organizational plans to provide an operation capable of meeting changing requirements and recommends reorganization as the need becomes evident. Oversees execution of the strategic plan and ensures progress toward identified goals, objectives, and targets.
• Serves as advisor on both civil and criminal litigation to the DAAG, Litigation, Assistant Attorney General (AAG), Principal Deputy Assistant Attorney General (PDAAG), DAAGs, and Chiefs, Assistant Chiefs, and staff in the Division's litigating sections and offices.
• In partnership with the civil and criminal enforcement programs, reviews the preparation of memoranda outlining the factual and legal issues involved in civil and criminal matters and the collection of evidence; oversees the selection and examination of witnesses, the preparation of briefs, motions, and other required legal documents for civil and criminal matters; and allocates the litigative resources that will be required for assigned civil and criminal matters and how they are to be utilized.
• Exercises personnel management responsibilities, which includes technically and administratively supervising and evaluating the work of the Litigation Program through subordinate supervisors, including any deputy directors, Senior Litigation Counsel, and other subordinate staff and making recommendations for promotion, employment and separation.

At the Securities and Exchange Commission (SEC), we are committed to diversity, equity, inclusion and accessibility (DEIA) and value a workforce that reflects the diverse experiences and perspectives of the communities we serve. As such, we welcome applications from qualified individuals of all backgrounds who share our commitment to public service.

The Office of Information Technology (OIT) supports the Commission and staff of the SEC in all aspects of information technology. The office has overall management responsibility for the Commission's IT program including application development, infrastructure operations and engineering, user support, IT program management, capital planning, security, and enterprise architecture. OIT also maintains a very active website that contains a wealth of information about the Commission and the securities industry, and also hosts the Electronic Data Gathering Analysis and Retrieval (EDGAR) database for free public access.

Typical duties include:

• Strategically leading, implementing, monitoring, reporting and continuously improving the SEC's Information Security Program.
• Continuously evaluating and making recommendations to Agency management regarding the adequacy of the Agency's IT general and security controls for the Agency's technology systems.
• Establishing security and privacy related policies and processes for the internal IT management functions needed to effectively coordinate the large portfolio of activities and services in the SEC.
• Identifying, assessing and prioritizing IT risks to Agency data and systems.
• Ensuring the Chief Information Security Office (CISO) programs and initiatives are strategically aligned and communicated throughout the agency.
• Overseeing the Commission's Security Operations Center to ensure compliance with best practices and keep pace with emergent cyber security threats.
• Conducting and supporting regular internal and external security assessments, table top exercises, penetration tests, and playbook development to proactively test the effectiveness of the SEC's IT Security Program.
• Preparing an annual budget report on for the SEC's cyber-security program, to be included in the Commission's budget submission to Congress, describing the progress in achieving mission goals to ensure the protection of Commission information and IT systems.
• Recommending modifications and solutions for reducing IT security risks and develops strategies for responding to future IT security challenges.

As a Supervisory Criminal Investigator/Assistant Director, you will perform the following duties:

• Assists the Deputy Director and Director in developing guidelines, procedures, and formulating plans and policies for use by personnel
• Establishes and maintains liaison contacts in all areas of the law enforcement community
• Recommends and initiates improvements to enhance the efficiency and productivity of investigative staff
• Directs and manages all administrative enforcement activities
• Supervises criminal investigators and other staff who perform Investigative Programs related functions

This position serves as the Deputy Chief Human Capital Officer (DCHCO) for Strategy and Services, Office of Human Capital (OHC), U.S. Immigration and Customs Enforcement (ICE), Department of Homeland Security. This position is located within OHC under the ICE Management and Administration Directorate and serves as a key representative regarding human resources (HR) matters. As the DCHCO for Strategy and Services, you will be responsible for managing and directing the day-to-day operations of the following programs:

• The Employee and Labor Relations Unit (ELRU) administers statutes, laws, and regulations governing conduct, discipline, performance, and labor matters. ELRU provides guidance and advice to managers throughout ICE with the goal of maintaining employer-employee relationships that support productivity, motivation, and positive employee morale. ELRU administers the agency's Collective Bargaining Agreement, represents the Agency in labor negotiations, and provides high-quality advice and guidance to senior leaders, managers, and supervisors to make effective decisions to advance organizational change. In addition, ELRU serves as advisors to management on disciplinary matters for all ICE personnel and assists ICE managers as they go through the disciplinary process to resolve issues and to improve the ICE work environment. ELRU also administers the Agency's performance management system and awards program and advises supervisors on addressing performance-related matters.
• The Medical Affairs Unit (MAU) provides medical consultation with ICE management and staff on Family and Medical Leave Act medical qualification requests, pre-employment medical qualification reviews, reasonable accommodation medical qualifications, hardship transfer request medical qualifications, medical fitness for duty evaluations. In addition, MAU manages ICE's Medical review Board, Office of Workers Compensation Claims, and Drug Free Workplace Program.
• The Employee Resilience Unit (ERU) administers programs that identify personal and community strengths, provide valuable resources to prepare for the challenges ahead, and offer assistance and support to all ICE employees and their family members in times of personal need or following critical or traumatic incidents. These programs include ICE's Employee Assistance Program, Peer Support Program, and Chaplaincy Program, as well as a variety of programs and services that promote a healthy work-life balance.
• The Executive Services Unit (ESU) provides advisory, technical, and operational services pertaining to the Senior Executive Service (SES), Senior Level employees, Presidential Appointees, and Schedule C employees. ESU provides technical advice, guidance and support to the ICE Executive Resources Board and SES Performance Review Board; oversees the development of Qualifications Review Board documentation for SES position selections for referral to the Department of Homeland Security and Office of Personnel Management; and manages ICE's executive resources and senior executive and senior level pay-for-performance systems.
• The Strategic Initiatives Unit (SIU) improves organizational performance by better aligning workers with the work they do. Using systematic and scientific processes, SIU engages in workforce planning activities to identify employee capabilities needed; creates and maintains personnel selection assessment programs to hire and promote employees with those capabilities; and supports employee engagement initiatives to enhance employee's connection and commitment to ICE's mission.

Our Company

Changing the world through digital experiences is what Adobe’s all about. We give everyone—from emerging artists to global brands—everything they need to design and deliver exceptional digital experiences! We’re passionate about empowering people to create beautiful and powerful images, videos, and apps, and transform how companies interact with customers across every screen. 

We’re on a mission to hire the very best and are committed to creating exceptional employee experiences where everyone is respected and has access to equal opportunity. We realize that new ideas can come from everywhere in the organization, and we know the next big idea could be yours!

The Opportunity

Adobe seeks a Director of Government Relations & Public Policy. Reporting to the Vice President of Policy, Government Relations and Ethical Innovation, the Director will lead Adobe’s government relations efforts with the US federal executive branch. In partnership with their counterpart focused on the legislative branch, they will craft and develop external positions and implement partnership campaigns with governments, 3rd party advocacy groups, media, and other relevant stakeholders. The Director will also work across the company to build internal consensus for appropriate public policy positions ensuring alignment with subject matter experts and senior leaders who can be effective at internal and external advocacy. They will develop and own the execution of a multi-year advocacy and engagement program and partner with communication professionals on sustained and effective public policy campaigns.

What you'll Do

• Advance Adobe’s US public policy objectives in the Executive Branch.

• Build and maintain strong relationships with key government officials, policymakers, and industry associations to promote Adobe’s interests and influence public policy decisions.

• Keep apprised of priority public policy developments and trends, assess their potential impact on Adobe's business, and provide timely updates to senior leadership.

• Proactively find opportunities and risks in the public policy arena and develop strategies to mitigate emerging risk and capitalize on opportunities.

• Develop messaging and content to support advocacy engagements and policymaking meetings.

• Collaborate internally across business functions and program-manage public policy projects, working with cross-functional team members.

What you need to succeed

• 12+ years senior leadership experience in government with substantive knowledge of the US Executive Branch workings.

• .Record of success in developing and advancing technology public policy strategies.

• A detailed understanding of the political, administrative, and decision-making processes of governments.

• Familiarity with the current political, legal, regulatory and market trends impacting cybersecurity policy.

• Experience collaborating with government officials, community leaders, industry associations, consumer advocacy groups, and corporate executives.

• Maturity, tact and judgment with strong negotiating skills.

• Strong analytical approach to problem solving, ability to develop creative solutions to complex problems, able to deal with short deadlines, and work efficiently in high-pressure situations in dynamic commercial and policy environments.

• Excellent written and spoken communication and interpersonal skills as a foundation for developing and maintaining strong internal relationships at all levels, cross-functionally and across business units and geographies.

• Bachelor’s degree in political science, public policy, engineering or a related field preferred.

At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans.  Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).

In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.

Adobe is proud to be an Equal Employment Opportunity and affirmative action employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other applicable characteristics protected by law. Learn more.
 

Adobe aims to make Adobe.com accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call (408) 536-3015.

Adobe values a free and open marketplace for all employees and has policies in place to ensure that we do not enter into illegal agreements with other companies to not recruit or hire each other’s employees.