Overview
Senior Corporate Counsel – Privacy & AI is a senior individual contributor role providing specialized legal expertise at the intersection of employment law, data privacy, data protection, and artificial intelligence. This position supports all business units in the North America (NAM) region, collaborating closely with global and local legal teams, HR, and business functions. The role ensures harmonized risk management and governance by bridging global strategy and local execution, focusing on data privacy, AI, digital law, and employment-related legal matters, particularly those unique to workforce solutions providers.
Responsibilities
- Serve as liaison between global and local legal teams to implement the global Privacy Program and AI & Digital strategy in the NAM region, with emphasis on employment-related data processing.
- Adapt and roll out global privacy policies, standard operating procedures, and standards regionally and locally, including those specific to employee and candidate data handling.
- Conduct legal analysis of AI use cases affecting the employment lifecycle (recruitment, hiring, performance management, workforce scheduling), including vendor onboarding and AI system compliance with emerging regulations (e.g., EU AI Act, state AI laws).
- Assess algorithmic bias, disparate impact, and fairness risks under Title VII and state employment discrimination laws.
- Advise on employment-related privacy matters such as biometric data compliance (BIPA and state laws), workplace monitoring, employee surveillance tools, wage and hour timekeeping systems, background checks, Fair Credit Reporting Act (FCRA) privacy requirements, and cross-border data transfers involving employee records.
- Provide guidance on data privacy and AI legal risks and mitigation strategies in employment contexts, including lawful bases for processing employee and candidate data, data subject rights, cross-border data transfers, privacy impact assessments (PIAs/DPIAs) for HR technologies, AI ethics, responsible AI principles, and algorithmic transparency for automated employment decisions.
- Conduct privacy assessments of applications, websites, systems, and AI tools, focusing on HR technology platforms, applicant tracking systems, and workforce management tools; evaluate third-party supplier maturity and recommend improvements.
- Lead Data Privacy and AI awareness and training initiatives; onboard and train local privacy ambassadors and maintain collaboration.
- Manage data incidents and breaches involving employee, candidate, or contingent worker data in coordination with local legal teams and IT security; liaise with data protection authorities as needed.
- Monitor and ensure registration and notification compliance with local regulators; track regulatory changes in Data Privacy, AI, and digital law within the region.
- Facilitate legal mechanisms and compliance for cross-border data transfers, including conducting transfer impact assessments.
- Partner with employment counsel on worker classification, co-employment, and contingent workforce matters with data privacy or AI implications, including advising on data sharing with clients and managed service providers.
- Perform periodic reviews to verify data inventory accuracy (Records of Processing Activities - RoPA); assist with internal controls and audits to ensure privacy compliance.
- Manage outside counsel on assigned matters, including selection, scope definition, work product review, billing oversight, and alignment with internal legal objectives.
- Oversee privacy and AI regulatory matters, investigations, enforcement actions, data protection authority inquiries, data breach responses, privacy-related litigation, regulatory audits, EEOC charges involving AI hiring tools, and complaints from FTC, state attorneys general, and international data protection authorities.
Requirements
- Juris Doctor (J.D.) degree and active license to practice law.
- 6–8+ years of legal experience focusing on employment law, data privacy, data protection, and/or artificial intelligence law.
- Experience advising on GDPR, CCPA/CPRA, or other comprehensive privacy frameworks, employment privacy laws (FCRA, BIPA, state biometric laws), and familiarity with emerging AI regulatory developments affecting the workplace.
- Proven ability to independently manage complex matters, handle multiple concurrent issues with minimal supervision, exercise sound legal judgment under pressure, and deliver practical, business-oriented advice.
- Experience in staffing, workforce solutions, or human capital industries preferred, with knowledge of data flows and regulatory requirements for temporary and contingent workforce arrangements.
- Knowledge of AI hiring employment regulations, including NYC Local Law 144, Illinois AI Video Interview Act, EEOC guidance on AI in employment, ADA implications of AI accommodation tools, and emerging state and federal AI legislation affecting hiring, workforce management, and employee monitoring.
- Familiarity with employment law fundamentals such as wage and hour regulations, worker classification, anti-discrimination laws, and leave/accommodation requirements as they intersect with data privacy and AI compliance.
Compensation & Benefits
- Anticipated annual base salary range: $132,067 to $242,124, varying based on experience, education, skills, and geographic location.
- Eligibility for incentive compensation based on achievement of outlined goals.
- Benefits for full-time employees include medical, dental, vision, term life and AD&D insurance, short-term and long-term disability, voluntary benefits, commuter benefits, wellness plans, and a 401(k) or non-qualified deferred compensation plan.
- Paid leave includes Personal Time Off (PTO) accrued up to 152 hours annually, 10 paid holidays, 1 community service day, and up to 6 weeks of paid parental leave. PTO and holiday hours are prorated based on hire date.
Location
- Remote position based in the USA.
Equal Opportunity
The employer is an Equal Opportunity Employer and considers qualified applicants with arrest and conviction records in accordance with applicable federal, state, and local laws, including the California Fair Chance Act, Los Angeles City and County Fair Chance Ordinances, and San Francisco Fair Chance Ordinance.
Applicants should be prepared for a hiring process that may vary depending on the role and are encouraged to bring their unique skills and perspectives to the organization.