Principal Attorney Jobs in USA with Visa Sponsorship

Approximate Salary $176,894.90 - $215,016.88/year

Opening Date 11/9/2026 08:00:00 AM

Closing Date 11/20/2026 11:59:00 PM

Employment Type Full-Time

Analyst Lisa Nebe

INTRODUCTION

The San Joaquin County Department of Child Support Services is seeking an experienced attorney to fill the role of Principal Child Support Attorney. This recruitment is being conducted to fill one vacancy in the department and to establish an eligible list which may be used to fill future vacancies.

Pre-Employment Drug Screening and Background: Potential new hires into this classification are required to successfully pass a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible has passed the drug screen and successfully completed the background process. The County pays for the initial drug screen.

Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline.

NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail.

TYPICAL DUTIES

• Plans, manages, and oversees the daily functions, operations, and activities of the Department of Child Support Services Legal Division; acts as the department’s Attorney of Record; serves as the department liaison between the department, courts, law enforcement, attorneys and other parties or public agencies on legal issues related to child support services.
• Participates in the development and implementation of goals, objectives, and priorities for legal services; recommends within departmental policy, appropriate service and staffing levels.
• Interviews, selects and coordinates staff training; may conduct in-service training; ensures that staff remain current on new legislation or other matters which impact their work, and that staff are properly trained on all aspects of mandated compliance including, but not limited to, the Rules of Professional Conduct.
• Plans, directs and supervises staff; evaluates staff performance; recommends and implements disciplinary action when appropriate.
• Develops and standardizes procedures and methods to improve legal services to the department’s clients; continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; ensures service needs are met in the courts.
• Analyzes and interprets existing and proposed federal and state legislation, regulations, State Department of Child Support Services policies procedures and other directives to determine their legal impact on department operations; drafts proposed legislative policies within area of responsibility; collaborates with multiple parties to communicate these changes and/or new best management trends/practices; coordinates related training with department staff and other attorneys and stakeholders such as judges and their clerks.
• Directs the work and activities of assigned case teams and provides direction regarding case staffing; determines legal approaches and strategy; advises staff on rules of evidence and points of law, and precedent decisions impacting cases; monitors staff cases and ensures that team members utilize ethical methods in the presentation and resolution of cases.
• Serves as an expert in litigation for the department; provides consult and direction of the most complex cases, including guidance on preparation and presentation of evidence and arguments at hearings and in trials having complex legal and/or factual issues, serious consequences of error or a high degree of public interest; may oversee depositions and client preparation for court including training on court processes, procedures and testimony practices; reviews briefs, memoranda, opinions, resolutions, and pleadings as necessary.
• Participates in the development, administration, and oversight of the Legal Division budget; determines funding needed for staffing, equipment, materials and supplies; ensures compliance with budgeted funding.
• Performs other work as required.

KNOWLEDGE

Principles and practices of management, supervision and training; leadership principles and practices; administrative law and procedures relative to family law and child support; federal and state regulations governing child support services programs; civil and criminal law related to California Family Law; ethical and professional standards of conduct; discovery practices; administrative law and the conduct of proceedings before administrative bodies; principles and practices of legal case management; rules of evidence and conduct of proceedings in California courts; principles and practices of legal research; principles and techniques of working with groups and fostering effective team interactions to ensure teamwork is conducted smoothly; budget principles; principles and practices of business and legal correspondence and/or document preparation; and technology practices as it relates to the use of computerized equipment and supporting applications.

ABILITY

Plan, direct, coordinate and manage the work of assigned staff; serve as the Attorney of Record for the Child Support Department; exhibit strong administrative, organizational, and management aptitude; analyze and apply legal principles and precedents to complex legal problems; effectively present and manage court cases; present statements of law, facts and arguments clearly, logically and forcefully, both in written and oral form; serve as the Department’s attorney in complex high profile and/or impactful cases in court and before administrative agencies; provide highly complex legal assistance to the Director of Child Support Services in the development and implementation of legal division goals, objectives, policies and procedures; evaluate legal services and determine optimal service delivery models; ensure staff are properly trained and compliant with all mandated rules and regulations; collaborate with the courts, judges, attorneys and other parties involved in litigation services to ensure the Department and its clients’ interests are properly represented and litigated; conduct extensive legal research; use tact, initiative, prudence and independent judgment within general policy, procedural and legal guidelines; and establish, maintain and foster positive and effective working relationships with those contacted in the course of work.

PHYSICAL/MENTAL REQUIREMENTS

Mobility – operation of a data entry device; repetitive motion; sitting, standing, walking for extended periods of time; driving; occasional pushing, pulling, bending, squatting; Lifting - frequently 5 pounds or less; occasional 5 to 30 pounds; Visual - constant good overall vision and reading/close-up work; occasional use of depth perception and peripheral vision; Dexterity - reaching; grasping; repetitive motion; writing; Hearing/Talking - frequent hearing of normal speech, hearing/talking on the telephone, talking in person; Emotional/Psychological – frequent decision making, concentration, and public contact; public speaking; deal with emergency situations; Special Requirements – may require working weekends and nights; working alone; Environmental – occasional exposure to varied weather conditions.

San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

BENEFITS

Health Insurance: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of three medical plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.

Dental Insurance: The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense.

Vision Insurance: The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense.

For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits.

Life Insurance: The County provides eligible employees with life insurance coverage as follows:

1 but less than 3 years of continuous service: $1,000

3 but less than 5 years of continuous service: $3,000

5 but less than 10 years of continuous service: $5,000

10 years of continuous service or more: $10,000

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

125 Flexible Benefits Plan: This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit).

Retirement Plan: Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.

Deferred Compensation: The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. The Roth IRA (after tax) is also now available.

Vacation: Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years.

Holiday: Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year.

Administrative Leave: Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal year.

Sick Leave: 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.

Bereavement Leave: 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child.

Merit Salary Increase: New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.

Educational Reimbursement Program: Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year.

Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.

School Activities: Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities.

Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.

SELECTION PROCEDURES

Applicants who meet the minimum qualifications will go through the following examination process:

• Written Exam: The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
• Oral Exam: The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
• Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list.
• Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process.

Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points.

Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date.

Veteran’s Points: Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination.

Acceptable wartime service dates:
- September 16, 1940 to December 31, 1946
- June 27, 1950 to January 31, 1955
- August 5, 1964 to May 7, 1975
- Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation.

Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established.

Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods.

• Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments.
• Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination.
• Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department.

Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities.

Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen.

Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when;

• They are related to the Appointing Authority or
• The employment would result in one of them supervising the work of the other.

Department Head may establish additional limitations on the hiring of relatives by departmental rule.

Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S.

HOW TO APPLY

Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittals will not be considered or accepted.

Apply Online: www.sjgov.org/department/hr

Office hours:

Monday – Friday 8:00 am to 5:00 pm; excluding holidays.
Phone: (209) 468-3370

Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be submitted online to the Human Resources Division before the submission deadline. Resumes and paper applications will not be accepted in lieu of an online application. (The County assumes no responsibility for online applications which are not received by the Human Resources Division).

San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees.

Equal Opportunity Employer: San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo.