Legal Intern (Legal)
The Legal Intern provides essential legal support by conducting research, preparing documents, assisting with contract management, and maintaining case files. The Legal Intern will play a key role in ensuring the smooth operation of the legal department, contributing to the firm's legal work while developing a deeper understanding of legal processes and procedures.
Essential Functions: Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
- Conduct legal research on case law, statutes, regulations, and other legal matters relevant to the firm's work
- Draft and proofread legal documents, including memos, contracts, and correspondence.
- Assists in reviewing contracts, managing inventory processes, and updating the management system for the legal department.
- Review, organize, and maintain case files and legal documents.
- Provide general administrative support, including document management and filing.
Required Education and Experience: Currently enrolled in an accredited law school program, working towards a Juris Doctor (JD) degree.
Work Requirements: Employment with HORNE is contingent upon satisfactory completion of the firm's employment screening process. This may include a public source background inquiry, employment credit check, criminal history, drug screen, motor vehicle report, education/credential verification, employment history, or any other relevant reports as required for the position.
Work Environment: Position is based on site in HORNE office
Physical Demands:
- Prolonged periods of sitting at a desk and working on a computer
- Must be able to lift up to 20 pounds at times
- Must be able to speak and communicate clearly
Travel Requirements: Anticipated travel is less than 10% annually, according to business needs
Language Requirements: None
Work Authorization: Client contract requires US Permanent Residency/US Citizenship
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)
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