Solicitor - Corporate & Property (Tech Company - Hybrid - 53k)

VANRATH are delighted to be partnering with the UKs most revolutionary Tech focused EV Charging Company that is changing the charging network infrastructure throughout NI. This company is looking to recruit a Legal Counsel who wants to progress their career in the Tech industry (highest paying industry).

This is a Hybrid working role - Office is based in Dargan (North Belfast) - Permanent position

Flexibility on working hours available

Salary

£40,000 - £53,000 (Fully Negotiable) & Bonuses & 36 Days Holidays

Responsibilities

We are ideally looking for a newly qualified/1-2years PQE solicitor ideally with experience in commercial and property law. The role handles a wide range of corporate, commercial, property and compliance work.

• Undertake legal research and monitor different channels for any relevant legal changes
• Review, draft and amend a range of commercial contracts
• Review, draft and amend NDAs
• Review, draft and amend internal policies
• Manage our trademarks
• Support HR with employment matters
• Provide feedback to the senior managers and the wider team on legal queries
• Liaise with external counsel where necessary
• Compliance work, including handling subject access requests
• Commercial understanding allowing you to foresee upcoming needs and act proactively

For further information on this vacancy, or any other job in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves in the strictest confidence.

Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate.

External factors are those that cannot be controlled by an organization. The external factors that affect the recruitment process include the following −

• Demographic factors − Demographic factors are related to the attributes of potential employees such as their age, religion, literacy level, gender, occupation, economic status, etc.

• Labor market − Labor market controls the demand and supply of labor. For example, if the supply of people having a specific skill is less than the demand, then the hiring will need more efforts. On the other hand, if the demand is less than the supply, the hiring will be relative easier.

• Unemployment rate − If the unemployment rate is high in a specific area, hiring of resources will be simple and easier, as the number of applicants is very high. In contrast, if the unemployment rate is low, then recruiting tends to be very difficult due to less number of resources.

• Labor laws − Labor laws reflect the social and political environment of a market, which are created by the central and state governments. These laws dictate the compensation, working environment, safety and health regulations, etc., for different types of employments. As the government changes, the laws too change.

• Legal considerations − Job reservations for different castes such as STs, SCs, OBCs are best examples of legal considerations. These considerations, passed by government, will have a positive or negative impact on the recruitment policies of the organizations.

• Competitors − When organizations in the same industry are competing for the best qualified resources, there is a need to analyze the competition and offer the resources packages that are best in terms of industry standards.