Attorney​/Division Director

Overview

Make a meaningful difference in Georgia with impactful work and real-world experience! The State Board of Workers’ Compensation is a state agency that serves over a quarter million employers and over 3.8 million workers. Our ideal candidate is a self-starter, with a positive outlook, who is detail-oriented and enjoys working with a team. The candidate should have excellent interpersonal and customer service skills, as well as impressive time management, legal research & writing skills.

• Health, dental, and vision insurance
• Retirement and pension plans
• 401(k)/457 options with employer matching
• Paid vacation and sick leave
• Employee assistance program (EAP)
• Career development and training opportunities

Serves as the Director of the Appellate Division of the State Board of Workers’ Compensation.
Reports directly to the Chairman, the Directors, and the Executive Director. Responsible for managing all aspects of the Appellate Division, including staff, work assignments, case load, case progression, court calendars, and court procedures.
Responsible for drafting proposed decisions for the Appellate Division judges and assisting Division staff attorneys when necessary. Maintains communication and an effective working relationship with the other Division Directors, other agencies, all stakeholders in the workers’ compensation community and the public.
Selects appropriate methods and techniques for resolving problems.
Recommends or initiates personnel actions and administers agency policies.
Provides leadership to staff. Other duties as assigned.

• JD degree from an accredited school of law
• At least two years of experience in the practice of law
• Membership, in good standing, of the State Bar of Georgia
• Proficiency in legal research
• Excellent legal writing skills

Upload the following with your application:

• Updated Resume
• Cover Letter addressed to Delece Brooks, Executive Director
• Copies of relevant certifications or licenses

Incomplete applications or those missing required documentation may not be considered

If there are no specific submission instructions, standard state procedures will apply

The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. In addition to the interview, the final selection is based on the applicant’s work history and performance (documented in HR and/or Office files), People Soft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), Motor Vehicle Report (MVR), criminal background check and employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.

In accordance with Internal policy an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date);
Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall e-Performance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action;

however, if the action is resolved in the employee’s favor, he or she will be allowed to compete.

This is an internal and external job announcement. This is an unclassified position.

Please include all relevant job information on the application for consideration. All applications will be prescreened.

Qualifications to be determined by hiring organization based upon position requirements

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