Artemis Connection is a strategic management consultancy working across the for-profit, public and social sectors. We help clients around the world identify their most pressing strategic issues and we staff teams of strategy consultants to roll up their sleeves and deliver impact. We are passionate about helping innovative and entrepreneurial leaders reach their goals through a customized project-based approach, typically focused around:
- Bespoke Innovation, Sales, and Marketing Strategy
- Purpose driven Transformation including M&A and PMI
- Embedded Strategy and Operations roles
Our founder is Christy Johnson, an entrepreneur, educator, and former McKinsey Engagement Manager. Our advisors include HR officers, executive coaches, academics, entrepreneurs, and neuroscientists. Our team is made up of seasoned consultants, trained at organizations such as McKinsey & Company, Boston Consulting Group (BCG), Bain, Big 4 Strategy,, and elite educational institutions.
About the Role:
Senior Consultant, Workforce Compliance & Employment Law
Engagement Type: Contract
Duration: 6–9 Months
Seniority: Senior Consultant / SME
The Opportunity
Artemis Connection is looking for a senior practitioner whose expertise sits at the intersection of employment law, workforce compliance, and corporate transactions. This is not a generalist role. The work requires someone who has spent real time in the details of how non-employee workforce arrangements are structured, where the legal risk lives, and what it takes to build compliance guidance that gets used.
This consultant will work as a pair with a counterpart focused on transaction strategy. Together, the two will develop a set of practical guidance materials for a large technology organization. Your contribution is the legal and compliance backbone — making sure every piece of guidance reflects what the law actually requires and what enforcement looks like in practice, not just what sounds reasonable.
What You'll Work On
- Design the compliance architecture that underpins each piece of guidance produced through the engagement, ensuring that recommendations are legally defensible across the jurisdictions in which they will be applied.
- Build a structured methodology for evaluating how companies classify their workers — particularly in acquisition scenarios where the buyer inherits workforce arrangements they did not set up and may not have scrutinized.
- Develop compliance guidance specific to transactions involving pre-existing commercial relationships between buyer and target, where the workforce involved sits in an especially ambiguous legal position.
- Address the legal dimensions of deferred workforce integration — situations where an acquirer is functionally responsible for a group of workers before the formal employment or contracting relationship has been established.
- Integrate the requirements of workforce transfer law across relevant jurisdictions, including markets where statutory protections for transferring workers impose significant obligations on the acquiring party.
- Provide compliance input into a workstream examining how internal classification tools might be responsibly extended to users outside the organization.
- Review all guidance materials produced through the engagement for legal accuracy, practical applicability, and jurisdictional completeness.
What You Bring
- Deep expertise in employment law and workforce compliance, with a particular focus on the legal treatment of non-employee workers — contractors, agency staff, and others who fall outside traditional employment relationships.
- Hands-on experience with worker classification analysis, including situations where existing classifications are being challenged or where due diligence requires an independent assessment of how workers are labeled versus how they function.
- Working knowledge of statutory workforce transfer protections and how they apply in cross-border transactions, including the ability to identify when those protections are triggered and what they require in practice.
- A track record of developing compliance frameworks and written guidance that are rigorous enough to withstand legal scrutiny but accessible enough for operational teams to follow without specialist support.
- Experience advising organizations on the specific compliance risks that arise when managing non-employee workers during periods of corporate change.
- The ability to work across jurisdictions and recognize where the analysis needs to shift based on local law.
Nice to Have
- In-house employment law or compliance experience at a large technology company.
- Prior work on workforce due diligence in M&A transactions, either as counsel or as a compliance advisor.
- Familiarity with how automated tools are used for workforce classification assessment and the compliance considerations involved in expanding access to those tools.
- A perspective on how regulatory trends — particularly around gig work, contractor classification, and cross-border employment — are reshaping the way technology companies structure their non-employee workforces.
How the Engagement Works
This is a six-to-nine month project engagement with defined deliverables and a clear end state. You will work in close collaboration with the transaction-focused consultant and with the client's internal team. The expectation is full engagement for the project duration.
Proposals should name the specific individual being proposed for this role. We are not looking for a firm to assign whoever is available — we are looking for the right person, and we will evaluate proposals accordingly.
