Staff Attorney

Our legal staff represents non-profit organizations and affiliate entities engaged in affordable housing and community and economic development. We provide community education and support clients who seek to engage in local, state, and national policy for housing justice.

The core work of our attorneys involves highly sophisticated lawyering in real estate development transactional matters for non-profit organizations and related entities. Examples of this work include assistance and counsel on:

• Entity structuring & nonprofit governance — Advising on entity selection, mergers, IRS compliance, partnerships, and joint venture formation
• Site acquisition— Assistance on real estate acquisitions, including due diligence, title analysis, and drafting and reviewing acquisition agreements
• Planning and pre-development of affordable housing developments funded by Low-Income Housing Tax Credits (LIHTC) or other federal, state or local sources
• Formation and operations of tenant cooperatives and community land trusts
• Navigating complex regulatory & funding structures — leveraging LIHTC, HUD programs, tax exemptions, and other subsidies
• Other development pillars — Community economic inclusion (e.g., Section 3 hiring), mixed-use/commercial integration, manufactured home park conversions, single-room occupancy (SRO), and supportive housing models

Core Responsibilities

• Advise and counsel clients, most of which are developing affordable housing
• Draft, prepare, review, and negotiate contracts, agreements, loan documents, and other agreements on behalf of clients to protect their legal interests
• Negotiate with lenders, architects, contractors, government entities and other parties and their counsel, to advance our client’s interests
• Conduct legal and program-related research
• Assist in the preparation of documents necessary to challenge laws, regulations, policies, and practices that are detrimental to the interests of our clients
• Supervise paralegals and/or law students on client matters
• Become familiar with directives of RHLS and its funding sources, as applicable

Our legal staff participate in coalitions and committees that advance affordable housing justice and expansion of resources with government agencies and peer organizations.

Qualifications

• Graduation with a B.S. or B.A. from an accredited college or university, graduation from an American Bar Association-accredited law school, and admission to the practice of law in Pennsylvania or eligibility to become a member of the PA state bar within six months of hire. Admission to or eligibility to sit for the Delaware state bar is a plus.
• Prior experience in the areas of transactional legal work, including real estate development and finance, OR substantive experience or knowledge of one or more of the following: partnership law, HUD and housing finance agency programs, nonprofit corporation law, or tax law.
• Prior experience in affordable housing or within legal aid/low-income advocacy in the areas of housing law and/or housing advocacy is highly desirable.
• Local and state travel may be required. A valid driver's license or access to alternate means of transportation is desirable.
• Demonstrated commitment to achieving racial and economic justice.

RHLS offices are located in Philadelphia, Pittsburgh and Wilmington, DE. This position is hybrid with time in the office expected as needed, but primarily opportunities to work remotely.

Working Hours

RHLS has a flex time policy that allows staff, with approval from the Executive Director, to work the required minimum weekly 35 hours during times outside of a standard 9-5, M-F schedule.

Paid Time Off

• 13 paid Holidays
• 15 sick days – (1.25 per month). Staff can carry over a maximum of 30 days into the next fiscal year.
• 15 vacation days for each of the first 2 years of employment (1.25 per month); then 21 vacation days per year for those employed with RHLS 3 years or more. Unused vacation days cannot be carried over. However, any unused vacation days are credited to discretionary time. Discretionary time can only be used with the approval of the RHLS Executive Director, and only if all other leave for the fiscal year is used or planned.
• 4 days of personal leave (1 day per quarter); no carryover
• 6 weeks of parental leave for birth, surrogacy, adoption, foster care or emergency custody
• Sabbatical leave: 4 paid weeks after every 7 years of full-time employment.

Health Insurance

RHLS currently pays 100% of health insurance premiums for all family members (unless covered by another plan). RHLS offers two health insurance choices (Independence Blue Cross):

• PPO or DPOS. Both have co-pays.

Benefits begin the 1st day of the month following the start date (assuming the appropriate paperwork has been completed by the employee). Employees who elect to receive health insurance elsewhere, will be paid a health insurance opt out – 50% of a single-person premium, which is added to salary. The health insurance opt out is taxable income.

Dental Insurance

RHLS pays 100% (for family members not covered by other insurance) dental insurance through Principal. It covers regular cleanings fully (with time limitations at participating dentists). Other services are subject to time limits, deductibles, and maximum benefits.

Vision Insurance

RHLS pays 100% (for family members not covered by other insurance) vision insurance through Principal. It includes annual in-network eye exams, benefits discounts/allowances on lens or contacts, discounts on frames.

Disability

RHLS fully pays for short-term and long-term disability policies for every staff person.

• Short-term disability is available after 14 days of disability (starts the 15th day). Short-term disability lasts for 11 weeks maximum. Short-term disability pays 66.67% of an employee’s salary (before tax), with a weekly maximum of $1,500.
• Long term disability starts after 11 weeks of disability. The benefit is 60% of an employee’s salary with a monthly maximum of $8,000.

Life & ADD Insurance

RHLS pays for a life insurance policy of $70,000 for each staff member. Each employee pays income taxes on the premium for $20,000 of that benefit, as required by the IRS.

Flexible Spending Accounts

Employees can make tax exempt contributions for medical and dependents costs.

Employee Assistance Program

Our Employee Assistance Program (EAP) provides employees and their family with no-cost, confidential assistance. 24/7/365 through telehealth/virtual care and Magellan Health.

Years Completed

Percentage of Salary

1-2

1. 0%

3-4

1. 5%

5-6

1. 0%

7-8

1. 5%

9

1. 0%

10 +

1. 5%

Retirement

RHLS automatically funds (with no match required) a 403–b tax deferred annuity for each staff member after 6 months of employment. RHLS’s contribution starts at 5% of salary and increases based on the years of service. Employees may make contributions as soon as they start. The provider we are currently using is Empower.