Senior Corporate Counsel, Labor and Employment Law

Rosendin•San Francisco, CA

About The Position

Rosendin is seeking an experienced, 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 counsel on labor and employment matters, employee relations, compliance, workplace investigations, litigation management, labor relations, and workforce initiatives. It helps minimize organizational risk, ensure compliance with federal, state, and local employment laws and applicable collective bargaining agreements, and support a positive, high-performing workplace. The position calls for extensive California employment law experience, strong leadership capabilities, sound business judgment, and the ability to influence stakeholders throughout the organization. The Senior Corporate Counsel serves as the primary legal advisor on labor and employment matters; advises leaders on workforce planning, reductions in force, succession planning, talent strategies, growth initiatives, acquisitions, and business transformations; and partners with Human Resources and operational leaders to develop compliant business solutions. The role oversees sensitive workplace investigations, employee relations matters, employment litigation, arbitration, agency charges, government audits, and outside counsel. It also advises on labor relations, collective bargaining, union negotiations, grievances, and arbitration proceedings. The position develops and maintains employment policies, handbooks, procedures, and compliance programs; monitors changes in employment law and enforcement trends; and identifies and mitigates compliance risks across business units and project sites. It leads, coaches, and develops Employee Relations professionals, paralegals, compliance professionals, and other team members, and collaborates with HR and executive stakeholders on workforce challenges and organizational change. The role exercises significant independent legal judgment within authority delegated by the VP, General Counsel. Work is conducted primarily indoors, with occasional worksite exposure. The general work environment involves sitting for long periods, standing, walking, typing, carrying, pushing, and bending. Environmental conditions may include fluorescent lighting and air conditioning; noise is usually low to medium but can be loud at a jobsite. Occasional lifting of up to 30 pounds is required.

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.
10 or more 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.
Proven 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 Resources 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, paid sick leave, classification issues, and state-specific policies and field guidance.
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 legally compliant.
Partner with HR to resolve complex employee relations issues while minimizing legal exposure.
Manage employment litigation, arbitration, administrative agency charges, and government audits, including matters involving 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 and recommend settlement or defense strategies.
Advise leaders on labor relations, collective bargaining, and applicable legal requirements, 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 compliance frameworks for highly regulated jurisdictions; monitor legal developments and enforcement trends and promote consistency 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 performance, goal setting, career development, and succession planning.
Provide guidance on complex investigations, litigation, employee relations issues, and employment law compliance.
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 initiatives.
Balance legal risk management with practical business solutions and exercise significant independent legal judgment within delegated authority.