Senior Corporate Counsel, Labor and Employment Law

About the role

Rosendin is one of the nation's largest employee-owned electrical contractors, delivering innovative solutions that empower customers, communities, and employees. The organization is built on integrity, excellence, innovation, and collaboration, with a culture that empowers people, embraces diversity, and inspires everyone to do their best. As an employee-owned company, team members become shareholders in a business experiencing tremendous growth and success.

Rosendin is seeking an experienced and strategic Senior Corporate Counsel Labor & Employment to serve as a trusted legal advisor on the Risk Management team and business partner to Human Resources, Operations, and Leadership. This 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 Senior Corporate Counsel will play a key role in minimizing organizational risk, ensuring compliance with federal, state, and local employment laws and applicable collective bargaining agreements, and supporting Rosendin's commitment to maintaining a positive, high-performing workplace. The ideal candidate will have extensive experience in California employment law, strong leadership capabilities, exceptional business judgment, and the ability to influence stakeholders across all levels of the organization.

Responsibilities

Employment Law Leadership & Strategic Partnership

• Serve as the primary legal advisor on labor and employment matters across the organization.
• Provide strategic and practical legal guidance to leadership, Human Resources, and business leaders on employment-related risks and opportunities.
• Counsel leaders on workforce planning initiatives, reductions in force, succession planning, and talent strategies.
• Partner closely with Human Relations and operational leaders to develop solutions that align legal compliance with business objectives.
• Support organizational growth initiatives, acquisitions, and business transformations from an employment law perspective.

Labor & Employment Compliance

• Serve as subject matter expert on state and federal employment law, including wage/hour, PAGA, CFRA, and paid sick leave.
• Develop and refine state-specific policies and field guidance.
• Advise on classification issues (exempt/non-exempt and contractor status).

Employee Relations & Workplace Investigations

• 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 in connection with employment investigations.
• Provide legal guidance regarding corrective actions, disciplinary decisions, and conflict resolution.
• Ensure investigations are conducted and documented fairly, consistently, and in compliance with applicable laws and company policies.
• Partner with HR to resolve complex employee relations issues while minimizing legal exposure.

Litigation & Claims Management

• Manage employment-related litigation, arbitration, administrative agency charges, and government audits.
• Oversee responses to claims and investigations filed with agencies including: EEOC, California Civil Rights Department (CRD), Labor Commissioner, Department of Industrial Relations (DIR), NLRB.
• Partner with outside counsel to develop litigation strategy, manage legal spend, and achieve favorable outcomes.
• Evaluate risk exposure and recommend effective settlement or defense strategies.

Labor Relations

• Provide legal counsel and advise leaders on labor relations, collective bargaining matters, and compliance with applicable state and federal law (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.

Policy Development, Training & Compliance Programs

• Update and maintain employee handbooks, employment policies, workplace standards, and company procedures, in coordination with the Human Resources Team.
• Design and implement compliance programs that support legal obligations and business objectives.
• Build scalable compliance frameworks for high-regulation jurisdictions; monitor developments in employment law (including the ADA, FMLA, Title VII, PWFA, and state laws), wage/hour enforcement trends, particularly under the FLSA and CA law, and drive consistency and accountability across business units and project sites.
• Proactively identify and mitigate compliance risks.

Team Leadership & Development

• 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 activities.
• Provide guidance and direction on complex investigations, litigation matters, employee relations issues, and employment law compliance.

Business Partnership

• Partner closely with Human Resources leadership, Business Leaders, and executive stakeholders to address workforce and employment challenges.
• Coach managers and leaders on employee relations matters, 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.
• Influence decision-making by balancing legal risk management with practical business solutions.
• Support organizational change initiatives, restructuring efforts, acquisitions, and workforce transitions.

Exercises significant independent legal judgment in overseeing labor and employment matters, overseeing litigation strategy, and directing outside counsel, within the authority delegated by the VP, General Counsel.

Qualifications

Required

• 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+ years of labor and employment law experience with 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.

Preferred

• 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 preferred.

Skills

What You'll Need To Be Successful

• 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.

Leadership Competencies

• Strategic Thinking
• Executive Presence
• Business Acumen
• Risk Assessment & Mitigation
• Talent Development
• Change Leadership
• Collaboration & Partnership
• Results Orientation
• Sound Judgment
• Emotional Intelligence

Working Conditions

• General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending.
• Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning.
• Noise level is usually low to medium; it can be loud on the jobsite.
• Occasional lifting of up to 30 lbs.
• Fully compliant with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.

Benefits

• ESOP – Employee Stock Ownership
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