Associate Legal Paralegal/Product Manager

About the role

Fidelity will not provide immigration sponsorship for this position.

The Role

As part of the Fidelity Legal Department, the Employment Law paralegal will be a member of a larger paralegal team which serves as a central resource providing support across legal's practice groups particularly Litigation and Regulatory. Responsibilities include matter management, research, and supporting all phases of litigation, arbitration and regulatory matters. The role exposes the paralegal to a variety of Fidelity business units, personnel, products and services. The successful candidate will be capable of executing in a fast-paced and deadline-driven environment.

The Expertise and Skills You Bring

• Bachelor's degree required
• 10 years of Employment Law paralegal experience
• Paralegal certification a plus
• Your ability and willingness to work independently but also as part of a team where steady collaboration is critical
• Your ability to understand business unit functions and engage Fidelity personnel in a productive and collaborative way
• Your ability to analyze complex legal requests and research tasks
• Your critical thinking skills with good judgment and initiative
• Your strong attention to detail and ability to follow detailed and complex processes
• Your ability to communicate clearly and effectively
• Your ability to function at a high level in a dynamic and challenging work environment
• Your strong organizational skills to meet deadlines and accurately track voluminous records
• Your ability to quickly adapt to and utilize new and changing technology
• Your experience with Discovery review tools
• Your proficiency in MS Office products, particularly Excel for document tracking and data analytics
• Your proficiency with Adobe

The Team

As a paralegal in Fidelity's Legal Department, you play a vital role in aiding attorneys in successfully defending the firm and support to Fidelity businesses.

Fidelity's Onsite Working Model

• Fidelity is transitioning to a full-time onsite working model through a phased rollout across regions and roles.
• Currently, some roles and locations require 100% onsite presence, while others require less.
• Onsite expectations are likely to evolve as the rollout continues.
• This transition does not apply to fully remote roles.