General Counsel Salary at Pittsburgh History & Landmarks Foundation BETA

How much does a Pittsburgh History & Landmarks Foundation General Counsel make?

As of March 2025, the average annual salary for a General Counsel at Pittsburgh History & Landmarks Foundation is $300,633, which translates to approximately $145 per hour. Salaries for General Counsel at Pittsburgh History & Landmarks Foundation typically range from $255,007 to $354,082, reflecting the diverse roles within the company.

It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

Pittsburgh History & Landmarks Foundation Overview

Website:
phlf.org
Size:
<25 Employees
Revenue:
<$5M
Industry:
Edu., Gov't. & Nonprofit

The Pittsburgh History & Landmarks Foundation (PHLF) is a nonprofit organization founded in 1964 to support the preservation of historic buildings and neighborhoods in Pittsburgh, Pennsylvania, United States. In 1966, PHLF established the Revolving Fund for Preservation with a $100,000 grant from the Sarah Scaife Foundation. PHLF used the grant to purchase, restore and renovate historic inner-city properties primarily in the North Side and South Side neighborhoods of Pittsburgh, which were rented or sold to low- and moderate-income families.

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What Skills Does a person Need at Pittsburgh History & Landmarks Foundation?

At Pittsburgh History & Landmarks Foundation, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

  1. Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
  2. Legal Advice: Giving a professional or formal opinion regarding the substance or procedure of the law about a particular factual situation.
  3. Intellectual property: Intellectual property refers to creations of the mind. It can be an invention (patent / utility model), a design (industrial design), a brand name (trademark, or a literary and artistic work (copyright).
  4. Corporate Governance: Implementing rules, practices, and processes to effectively direct and manage a company to meet its missions and goals.
  5. Risk Management: Risk management is the identification, evaluation, and prioritization of risks (defined in ISO 31000 as the effect of uncertainty on objectives) followed by coordinated and economical application of resources to minimize, monitor, and control the probability or impact of unfortunate events or to maximize the realization of opportunities. Risks can come from various sources including uncertainty in financial markets, threats from project failures (at any phase in design, development, production, or sustainment life-cycles), legal liabilities, credit risk, accidents, natural causes and disasters, deliberate attack from an adversary, or events of uncertain or unpredictable root-cause. There are two types of events i.e. negative events can be classified as risks while positive events are classified as opportunities. Several risk management standards have been developed including the Project Management Institute, the National Institute of Standards and Technology, actuarial societies, and ISO standards. Methods, definitions and goals vary widely according to whether the risk management method is in the context of project management, security, engineering, industrial processes, financial portfolios, actuarial assessments, or public health and safety.

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Check more jobs information at Pittsburgh History & Landmarks Foundation

Job Title Average Pittsburgh History & Landmarks Foundation Salary Hourly Rate
2 Director, Development & Communications $93,932 $45
3 Horticulturist $32,788 $16
4 Director, Real Estate Development $98,043 $47
5 Education Coordinator $80,050 $38
6 Chief Financial Officer $343,959 $165
7 Chief Information Officer $258,224 $124
8 Controller $197,471 $95
9 Senior Loan Officer $73,639 $35
10 Services Director, Membership $88,391 $42
11 Staff Accountant $48,626 $23
12 Staff Assistant $59,744 $29
13 Director, Construction $132,205 $64

Hourly Pay at Pittsburgh History & Landmarks Foundation

The average hourly pay at Pittsburgh History & Landmarks Foundation for a General Counsel is $145 per hour. The location, department, and job description all have an impact on the typical compensation for Pittsburgh History & Landmarks Foundation positions. The pay range and total remuneration for the job title are shown in the table below. Pittsburgh History & Landmarks Foundation may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $300,633 look to you?

FAQ about Salary and Jobs at Pittsburgh History & Landmarks Foundation

1. How much does Pittsburgh History & Landmarks Foundation pay per hour?
The average hourly pay is $145. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at Pittsburgh History & Landmarks Foundation?
According to the data, the highest approximate salary is about $354,082 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at Pittsburgh History & Landmarks Foundation?
According to the data, the lowest estimated salary is about $255,007 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.