Description

　　As a member of the Knowledge Management Department, the KM Research Analyst conducts sophisticated legal and non-legal research to respond to firm-wide reference and research requests from attorneys, administration and staff. Please note that the required work schedule for this position will be 11:00 am to 8:00 pm ET. This role will be eligible for a hybrid remote work environment.

　　ESSENTIAL FUNCTIONS:

　　Monitors workflow; responds and completes department requests.Provides comprehensive legal and business research using a variety of on-line and print resources.Conducts high-level substantive legal research, precedent document searching, expert witness research, legislative histories, judge research, docket and litigation analytics and searching, etc. Creates targeted, custom alerts to monitor developments in the law, docket tracks, litigation searches, etc.Precisely and intelligently communicates the results of research requests to the requestors.Provides general support for KM tools and resources (i.e., Westlaw Precision, Practical Law, etc.).ADDITIONAL FUNCTIONS:

　　Works on special projects (i.e., collection development) as assigned.QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES):

　　Education:     

　　Bachelor's degree in related field required. Masters in Library Science or JD a plus.Experience:

　　Minimum of three years of legal and business research experience in a legal, corporate or professional services environment.Knowledge, Skills, & Abilities:

　　Thorough and advanced knowledge of legal research and general business researchKnowledge of and ability to use on-line resources, including Westlaw Precision, Practical Law, Bloomberg, PACER, and other types of web-based services, including IP, corporate and securities research tools as well as the Microsoft suite of products.Ability to synthesize relevant information needed for high-level decision making.Excellent communication skills with particular emphasis on written communicationAbility to multitask, manage time, establish priorities, respond to emergencies and deal with individuals with patience and diplomacy.Ability to maintain a service-oriented attitude, remaining poised under pressure.Self-motivated, detail oriented and organized with the ability to work independently and collaboratively in a fast-paced environment.WORK ENVIRONMENT & PHYSICAL DEMANDS:

　　This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

　　PHYSICAL REQUIREMENTS

　　Sedentary work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time.  Walking and standing is often necessary in carrying out job duties.

　　VISUAL ACUITY

　　Worker is required to have close visual acuity to perform an activity such as:  preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.

　　DISCLAIMER

　　Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future.

　　This job description is not an exhaustive list of all functions that the employee may be required to perform and the employee may be required to perform additional duties.  Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will.  Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation.  If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.

　　Equal Oppo tunity Employer - vets, disability

　　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)