Vice President, Litigation and Employment

The Vice President of Litigation and Employment is a senior legal executive responsible for setting and executing the Company's enterprise-wide litigation strategy, leading all labor and employee-relations legal matters, and ensuring compliance with applicable labor and employment laws and regulations. This role partners closely with executive leadership and cross-functional stakeholders to mitigate risk, resolve disputes efficiently, safeguard the Company's interests, and support a high-integrity, high-performance culture. The position manages and develops a team of legal professionals and oversees outside counsel. This role will be based at the company's headquarters in Waltham, MA, transitioning to a new headquarters location in Newton, MA in Summer 2026.

At Global Partners, business starts with people. Since 1933, we've believed in taking care of our customers, our guests, our communities, and each other-and that belief continues to guide us.

The Global Spirit is the cornerstone of our commitment to success. As a Fortune 500 company with 90+ years of experience, we're proud to fuel communities-responsibly and sustainably. We show up every day with grit, passion, and purpose-anticipating needs, building lasting relationships, and creating shared value.

Your Role, Your Impact

• Litigation Strategy and Management: Develop, implement, and continuously refine the Company's litigation and dispute-resolution strategy across all forums; oversee case assessment, budgeting, work plans, reserves, and matter outcomes; supervise pleadings, motion practice, discovery, trial/arbitration preparation, and appeals; direct and evaluate outside counsel performance and fee arrangements.

• Labor Relations and Collective Bargaining: Lead legal strategy for labor relations; advise on, plan, and participate in collective bargaining; interpret and administer collective bargaining agreements; manage unfair labor practice charges, grievances, arbitrations, and union-related campaigns; collaborate with HR/Labor Relations on workforce strategies and communications.

• Employment and Labor Compliance: Ensure compliance with federal, state, and local labor and employment laws and regulations; oversee policies, training, audits, and monitoring; advise on wage and hour, leave, accommodations, EEO/anti-discrimination, health and safety, and related requirements; track regulatory developments and implement compliant, business-forward solutions.

• Risk Management and Dispute Avoidance: Identify and mitigate litigation and labor risks in business initiatives, workforce changes, and day-to-day operations; establish early case assessment protocols, escalation criteria, and settlement frameworks; develop and deploy playbooks and standard methodologies.

• Internal Investigations: Partner with HR to help oversee or direct sensitive internal investigations involving employee relations, code of conduct issues, or potential legal violations; ensure timely, well-documented, and privilege-protected processes and remedial actions.

• Cross-Functional Partnership: Serve as a strategic advisor to HR, Fuels Marketing, Technology, Finance, Compliance, and Communications; align legal strategies with business objectives; support organizational change initiatives, restructurings, and M&A diligence/integration for labor and litigation issues.

• Team Leadership and Development: Lead, mentor, and develop a high-performing team of attorneys, labor specialists, and legal staff; set goals and performance standards; foster collaboration, accountability, and continuous improvement.

• Budgeting and Operations: Manage litigation and labor legal budgets, reserves, and accruals; drive cost-effective matter management, e-billing, and alternative fee arrangements; implement metrics and dashboards to track outcomes and trends.

• Governance and Reporting: Provide regular updates to senior leadership on significant matters, trends, exposures, and outcomes; prepare board-level materials as requested; ensure appropriate preservation of privilege and work product.

• Policies, Training, and Culture: Draft and maintain policies and procedures related to litigation holds, investigations, document retention, workplace standards, and labor practices; design and deliver training to leaders and employees; promote a culture of compliance and respectful workplace practices.

Qualifications

• Active license to practice law

• Extensive experience in litigation and labor law, including first-chair or lead responsibility for complex litigation and labor relations matters; experience with collective bargaining, grievances/arbitrations, and employment litigation

• Demonstrated success developing and executing litigation strategies, managing outside counsel, and delivering measurable outcomes and value

• Strong leadership and people-management skills with a track record of building and developing high-performing legal teams

• Advanced negotiation skills, including experience structuring settlements, resolving disputes pre-litigation, and negotiating collective bargaining agreements

• Proven ability to collaborate effectively with HR, Operations, Finance, and other departments, building trust and alignment across functions

• Familiarity with electronic discovery tools and litigation software

• Excellent communication abilities, including clear, concise written and oral advocacy; adept at presenting complex issues to non-lawyers and senior executives

• Strategic thinker with sound judgment, business acumen, and the ability to balance risk with practical solutions in a fast-paced environment

• High integrity, discretion, and commitment to maintaining confidentiality and legal privilege; strong organizational skills and attention to detail

Pay Range $258,100.00 - $413,100.00

The pay range for this position is outlined above. The final amount offered at the start of employment is determined based on factors including, but not limited to, experience level, knowledge, skills, abilities and geographic location, and the Company reserves the right to modify base salary at any time, including for reasons related to individual performance, Company or individual department/team performance and market factors.

Our Commitments to You

Competitive Pay - We offer competitive salaries and opportunities for growth within.

Health & Wellness - Medical, Dental, Visions and Life Insurance. Along with additional wellness support.

The Road Ahead - We offer 401k and a match component. We also provide tuition reimbursement; this benefit is offered after 6 months of service.

Professional Development - We value lifelong learning and have many internal development programs and access to other on-demand learning for continued career growth.

These commitments are offered to employees in permanent roles, as part of our support for long-term growth and success

What to Expect From the Hiring Process

We value passion and potential. Please apply if you're qualified and interested-we'd love to hear from you.

A member of our Talent Acquisition team will review your application and may connect you with the hiring manager if your experience is a strong match.

Interviews are conducted virtually and in person, depending on the role. We'll provide more details about next steps if selected to move forward.

Global Partners LP is an equal opportunity employer. We foster a company culture where ideas from all people help us grow, move and thrive. We embrace the diversity of all applicants and do not discriminate against race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, protected veteran status or any other basis prohibited by federal, state or local law. If you have a disability and need an accommodation to apply, please contact our recruiting department at 781-747-9675 or 781-7GP-WORK.

Disclaimer. At Global Partners, we don't use lie detector tests for any employment decisions. We follow all the rules and regulations, so we need to let you know. In Massachusetts, it's illegal to require or administer a lie detector test as a condition of employment of continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.