Senior Corporate Counsel, Labor and Employment Law

Rosendin•San Francisco, CA

6d•$222,400 - $291,800

About The Position

Rosendin is seeking an experienced and strategic Senior Corporate Counsel, Labor and Employment Law to serve as a trusted legal advisor on the Risk Management team and business partner to Human Resources, Operations, and Leadership. The role provides practical, business-focused legal counsel on labor and employment matters, employee relations, compliance, workplace investigations, litigation management, labor relations, and workforce initiatives. The position helps minimize organizational risk and ensure compliance with federal, state, and local employment laws and applicable collective bargaining agreements, while supporting a positive, high-performing workplace. It requires extensive California employment law experience, strong leadership capabilities, sound business judgment, and the ability to influence stakeholders throughout the organization. The role exercises significant independent legal judgment within authority delegated by the VP, General Counsel. Rosendin is an employee-owned electrical contractor. The position is part of the Risk Management team and works closely with Human Resources, Operations, leadership, and outside counsel.

Requirements

Juris Doctor (J.D.) degree from an accredited law school.
Active membership in good standing with a U.S. State Bar.
Licensed in California or eligible to register as California In-House Counsel.
At least 10 years of labor and employment law experience, including significant California employment law expertise.
Experience advising senior executives and Human Resources leadership.
Extensive experience conducting and managing complex workplace investigations.
Strong background managing employment litigation, agency charges, and outside counsel.
Experience supporting multi-state employers.
Strong knowledge of California labor and employment laws and regulations.
Strong understanding of federal employment laws and labor relations requirements.
Exceptional business judgment and problem-solving capabilities.
Ability to influence and collaborate effectively with executive leadership.
Strong interpersonal, negotiation, and conflict resolution skills.
Excellent written and verbal communication skills.
Ability to balance legal risk with business objectives.
Strong project management and organizational skills.
Ability to lead multiple priorities in a fast-paced environment.
Demonstrated commitment to integrity, professionalism, and confidentiality.

Nice To Haves

Combination of law firm and in-house employment law experience.
Experience supporting construction, engineering, manufacturing, industrial, energy, or large multi-site organizations.
Labor relations and collective bargaining experience.
Experience leading legal, compliance, or HR-related teams.
Experience managing wage and hour litigation.
Employee-owned company experience.

Responsibilities

Serve as the primary legal advisor on labor and employment matters across the organization.
Provide strategic, practical legal guidance to leadership, Human Resources, and business leaders on employment-related risks and opportunities.
Counsel leaders on workforce planning, reductions in force, succession planning, and talent strategies.
Partner with Human Relations and operational leaders to develop solutions aligned with legal compliance and business objectives.
Support organizational growth initiatives, acquisitions, business transformations, restructuring, and workforce transitions from an employment law perspective.
Advise on state and federal employment law, including wage and hour, PAGA, CFRA, and paid sick leave; develop and refine state-specific policies and field guidance; and advise on worker classification.
Lead and oversee sensitive workplace investigations involving discrimination, harassment, retaliation, misconduct, ethics concerns, whistleblower complaints, and other employee relations matters.
Manage and oversee Employee Relations team members involved in employment investigations.
Provide legal guidance on corrective actions, disciplinary decisions, and conflict resolution.
Ensure investigations are fair, consistent, properly documented, and compliant with applicable laws and company policies.
Partner with HR to resolve complex employee relations issues while minimizing legal exposure.
Manage employment litigation, arbitration, administrative agency charges, and government audits.
Oversee responses to claims and investigations filed with the EEOC, California Civil Rights Department, Labor Commissioner, Department of Industrial Relations, and NLRB.
Partner with outside counsel on litigation strategy, legal spend, and outcomes; evaluate risk exposure and recommend settlement or defense strategies.
Advise leaders on labor relations, collective bargaining, and compliance with applicable laws, including the National Labor Relations Act.
Support union negotiations, grievance procedures, arbitration proceedings, and labor strategy.
Partner with management to maintain productive labor-management relationships.
Update and maintain employee handbooks, employment policies, workplace standards, and company procedures in coordination with Human Resources.
Design and implement compliance programs and scalable frameworks for highly regulated jurisdictions; monitor legal developments and wage and hour enforcement trends and promote consistency and accountability across business units and project sites.
Proactively identify and mitigate compliance risks.
Lead, coach, mentor, and develop Employee Relations professionals, paralegals, compliance professionals, and other team members.
Manage team performance, goal setting, career development, and succession planning.
Guide team members on complex investigations, litigation, employee relations matters, and employment law compliance.
Partner with HR leadership, business leaders, and executives on workforce and employment challenges.
Coach managers and leaders on employee relations, performance management, workplace investigations, corrective actions, and employment law compliance.
Provide strategic input on talent management, workforce planning, succession planning, leadership development, and employee engagement.
Influence decisions by balancing legal risk management with practical business solutions.
Exercise independent legal judgment in overseeing labor and employment matters, litigation strategy, and outside counsel within authority delegated by the VP, General Counsel.