VP Legal Affairs

Job Description

Job Description

Description :

Since 1891, Boys & Girls Clubs of San Francisco (BGCSF) has provided high-quality, community-based youth development services to youth in San Francisco. Our mission is to inspire and enable all young people, especially those from disadvantaged circumstances, to realize their full potential as productive, responsible, and caring citizens. We impact the lives of Club members, primarily ages 6 to 18, by focusing on academic success, healthy lifestyles, good character, community engagement, and job readiness with earning potential. We are nationally recognized for the high-quality of our programs and comprehensive approach to serving youth. Whether you’re joining our administrative team, a Clubhouse team, a school-based team, or our Camp Mendocino team, you’ll be surrounded by enthusiastic, talented, and passionate colleagues who wake up every day ready to inspire young people to reach their full potential.

Position Purpose

Under the direction of the Chief Operating Officer, the Vice President of Legal Affairs will provide legal counsel for and on behalf of Boys & Girls Clubs of San Francisco. Counsel senior management on legal handling of business transactions such as leases, contracts, MOUs, trusts & estates, etc. Serve as point of contact for outside, pro bono legal counsel, working with President & COO as needed; provide employment counsel as needed; promote public trust through compliance with internal policies, including policy updates and sign offs, and document retention; provide counsel, advice, and legal services to BGCSF staff on legal or regulatory aspects of the organization’s operations and programs related to contractual obligations; and advise staff as requested to respond to inquiries; review contracts, leases, and MOUs and assist in negotiation as needed.

This position is part-time (24 hours per week), located at our John N. Callander Administrative Office in San Francisco. This position is benefits eligible.

Key Responsibilities

Legal Documents and Representation

• Responsible for reviewing vendor contracts and sponsorship agreements.
• Review and assist in the drafting of general business contracts, such as MOUs, rental agreements, vendor contracts, property leases, marketing and sponsorship endorsements, and more; to reduce risk to the organization.
• Participate in structuring and negotiating complex transactions and set up procedures to reduce risk.
• Draft legal memoranda on a broad range of matters; draft legal instruments; draft correspondence to government agencies, regulatory bodies and other entities; draft Board resolutions, article and bylaw amendments, and minutes; review and draft pleadings and other litigation related documents; draft IRS filings and related correspondence; and assist in monitoring litigation and drafting legal and property reports for the Board.
• Prepare legal documents by researching, analyzing, drafting, negotiating, reviewing and filing these documents to ensure the organization’s obligations therein are compatible with management’s philosophy and policies and enforceable.
• Develop and review corporate governance and compliance procedures.

Compliance, Legal Research, and Current Law

Other

Requirements :

Skills / Knowledge Required

Physical Requirements

Benefits

Pay

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and BGCSF needs. At BGCSF, our decisions are based on other factors and dependant on circumstances for each position. Depending on the need and requirement of the position, an individual could be hired at or near the entry level, mid - level or top of the range for their role and compensation. As such, a reasonable estimate of the current range is $115k to $120k, annually.

Disclaimer

The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job. The organization has the discretion to relocate / reassign a person, as needed.