What are the responsibilities and job description for the Legal Administrator position at Monster Energy?
The Legal Administrator position will provide administrative and project management support to the Legal Department.
Essential Job Functions:
- Responsible for contract execution management.
- Maintaining legal files and records in a database.
- Organize and maintain physical and electronic legal database and files.
- Prepare and edit correspondence, communication, presentations, and reports, as required
- Organize and track shipping documents and materials as needed, including time sensitive transactions.
- Manage calendar, arrange travel and meeting logistics, reserve meeting rooms.
- Processing of all department invoices in a timely manner.
- Review and distribute incoming mail and log as necessary, send outgoing documents and track/confirm delivery.
Position Requirements:
- Detail-oriented with strong organizational management skills, ability to work well under deadlines in a changing environment and perform multiple tasks effectively and concurrently.
- Able to work effectively and courteously with, attorneys, senior executives and other contacts.
- Demonstrated ability to work effectively independently, and within a collaborative team oriented environment using sound judgment in decision-making.
- Excellent communication skills both oral and written.
- Demonstrated proficiency with Microsoft Office products (Excel, PowerPoint, and Word).
- Must be self-motivated.
- Paralegal certificate and BS or BA degree.
Litigation and/or Contracts experience, a plus.
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)
