Senior Attorney - Labor & Employment & Litigation

Senior Attorney - Labor & Employment & Litigation

Are you a confident and collaborative legal expert ready to advise at the highest levels of leadership? We're looking for a Senior Attorney to take on a hybrid Labor & Employment and General Litigation role, with approximately 70% focus on L&E and 25-30% litigation support. This is a high-impact opportunity for a legal professional who enjoys solving complex legal matters, driving strategy, and partnering directly with senior management.

What Your Day Would Look Like:

• Provide strategic counsel on a wide range of Labor & Employment matters including internal investigations, employee relations, policy interpretation, DEI, wage & hour, discipline, performance management, and compliance.
• Represent or manage outside counsel in administrative hearings, arbitrations, and litigation helping shape responses that balance business needs with legal risk.
• Collaborate closely with HR, compliance, and senior business leaders to proactively address risk and support company-wide initiatives.
• Contribute to broader litigation strategy, manage casework, and assist in developing defense strategies for complex corporate matters.
• Draft, review, and interpret contracts, policies, and internal guidance materials to ensure legal soundness and operational alignment.
• Balance reactive legal support with proactive risk mitigation and education efforts across the organization.

This role offers the opportunity to shape policy, protect company interests, and serve as a trusted advisor in a collaborative, fast-paced, and evolving legal environment.

Senior Attorney - Labor & Employment & Litigation

• Degree from an accredited law school; Licensed state bar member in good standing
  may be required to become a member of the State Bar of Arizona;
• AND five (5) plus years of experience with significant exposure to corporate clients and the types of legal issues regularly faced by large public companies.

1) Independently perform a variety of legal services, which involve a high level of complex and difficult legal and/or factual issues in connection with every phase of the Company's operations.
2) Counsel officers and senior management in the development of strategy regarding negotiations, disputes, claims, litigation/administrative proceedings, etc., by recommending specific courses of action based on extensive research, investigation, analysis, and experience.
3) Provide preliminary instruction, monitor performance of assignments, review soundness of approach/arguments and application of legal principles of outside counsel retained by the company.
4) Direct and coordinate the workflow of project teams, while maintaining positive working relationships with internal and external customers

This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).

In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.