Description

Closes: December 23, 2024Starting Range: $120,368 to $207,591Full Range: $120,368 to $233,637

Job Description

Avista is an energy leader in the Pacific Northwest. For over 130 years, we have been dedicated to delivering reliable energy service and the choices that matter most to our customers. Our purpose is to provide safe, reliable and affordable energy to our customers.

This position provides legal counsel and guidance to assigned business segments within the company regarding legal matters related to day-to-day business operations including regulations, intellectual property, cybersecurity, environmental, real estate, human resources, risk management, litigation and business transactions. Responsibilities involve all aspects of the company’s operations. Acts as liaison with outside legal counsel on matters elected by General Counsel or company management, including the examination and assessment of legal data to determine advisability of prosecuting or defending a lawsuit. Develops effective client relationships and provides legal and business expertise when dealing with a wide range of parties.

Requirements

• J.D. and state bar license required; licensed to practice law in Washington State or ability to become licensed in Washington.

• Demonstrated ability to understand contracts, commercial terms and conditions and be a strategic thinker.

• Experience in public companies and compliance a plus.

• Must have an aptitude and drive for looking forward and anticipating how legal/policy trends and developments may affect future business models.

• Ability to make decisive, sound judgments and ability to resolve complex legal issues.

• Proficient negotiation and presentation skills.

• Effective and adaptable verbal and written communication and interpersonal skills.

  Associate Counsel:

• Three plus years of well-established legal experience with overall utility industry experience preferred. Knowledge of utility terminology and language preferred.

  Counsel:

• Eight plus years of well-established legal experience with overall utility industry experience preferred. Knowledge of utility terminology and language preferred.

  Senior Counsel:

• Fifteen or more years of well-established legal experience with overall utility industry experience preferred. Knowledge of utility terminology and language preferred.

• 15+ years of experience or 10+ years of experience in specialized area (i.e. IT/OT) preferred.

Hybrid work options are available for this role. The successful candidate will be required to work at our Spokane, Washington headquarters at least 3 days per week including Mondays and Tuesdays with an additional day determined by the employee and manager.

To Apply We encourage you to apply as many of our positions have step progressions to account for an incoming employee’s various levels of knowledge, skills, and experience.

Complete an online application and attach your resume and cover letter to your profile. All documents must be attached to your application at the time of submitting your application for review. No documents can be attached after you click "Submit".

BenefitsAt Avista, we believe our employees are essential. Through them we deliver value to our customers and the communities we serve. The physical, mental, and financial health and well-being of our employees and their families are important to us. We are committed to offering a comprehensive total rewards program comprised of an externally competitive, internally equitable compensation structure and a benefits package that allows us to retain and attract a diverse, engaged, and skilled workforce. Our benefits package includes medical, dental, vision, life, and disability coverage, retirement benefits, incentive plans, wellness resources, time-off programs and much more. In addition to our total rewards program, the Pacific Northwest offers abundant outdoor recreation, four distinct seasons, and all the amenities and activities an individual or family might be interested in. To learn more, please visit our benefits website at https://avistabenefits.com/.

Pre-employment screening requirementsEmployment is contingent upon the successful completion of a drug test, background check and motor vehicle records review.

Avista’s Commitment to Equal Opportunity and Affirmative Action Avista is a safe, inclusive workplace for people of all backgrounds, and we are committed to Equal Opportunity Employment, Affirmative Action efforts, and Equity, Inclusion and Diversity. We strongly encourage applications from women, people of color, people with disabilities, protected veterans, and all others. All qualified applicants will be considered regardless of race, color, religion, national origin, sex, gender identity, sexual orientation, marital status, age, sensory, mental or physical disability (unless based upon a bona fide occupational qualification), Veteran status or any other classification protected by nondiscrimination laws.

Equity and diversity in our workplace is important to us. Please view Equal Employment Opportunity Posters provided by OFCCP here (https://www.dol.gov/agencies/ofccp/posters) . Prior to the next step in the recruiting process, we welcome you to inform us confidentially if you require any special accommodations to participate fully in our recruitment process. Avista will make reasonable accommodation to assist a qualified person with a disability in the job application, interview process, and to perform the essential functions of the job whenever possible, where undue hardship would not be created for Avista. Please contact us at humanresources@avistacorp.com if you would like assistance.

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)