What are the responsibilities and job description for the Legal Operations & Risk Specialist position at Clemens Food Group?
Build your career. Challenge the process. Collaborate and engage. We call it the Clemens Way. Be a part of our team and see your ideas in action!
Legal Operations & Risk Specialist
Clemens Food Group is seeking a Legal Operations & Risk Specialist to join our collaborative, mission-driven team. In this critical role, you will work across various functions, including finance, sales, operations, and HR, while engaging with external partners such as counsel, auditors, and insurance brokers. This role provides the opportunity to make a tangible impact on areas such as corporate governance, risk management, M&A, litigation, and insurance management. If you thrive in a fast-paced, results-driven environment and have a passion for continuous improvement, this role is for you.
Who You Are :
- Experienced professional with at least 5 years in legal operations or risk management; Paralegal Certificate or RIMS-CRMP certification preferred.
- Skilled in legal documentation, contracts, governance, and risk management processes.
- Highly organized with excellent communication and time management skills.
- Independent and confident in decision-making, yet collaborative in approach.
What You'll Do :
Application Note :
Clemens Food Group is not accepting unsolicited resumes from search or staffing firms. All resumes submitted by search or staffing firms to any employee at Clemens Food Group via email, the Internet, or directly without a valid written search agreement for this role, and without having been asked to participate in this by Talent Acquisition, will be deemed the sole property of Clemens Food Group, and no fee will be paid in the event the candidate is hired. Firms not authorized to submit candidates will not be eligible for any fee or ownership claim.
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)
