Position Overview

Seeking a seasoned entertainment production industry labor relations and compliance attorney with strong union/guild, industry association and studio relationships with a mix of law firm and in-house experience.  Responsible for industry relations and the legal aspects of labor relations in the United States, Canada and Europe (primarily UK), including: co-managing relationships with the Labor Relations Operations department of unions, guilds and customers; participating and representing Cast & Crew in industry associations, organizations and boards; tracking and informing the company regarding legal developments related to labor relations and compliance matters; advising on the legal aspects or interpretation of collective bargaining agreements and other labor relations matters; acting as an advisor, collaborator and liaison with operations, product and IT teams.  Also responsible for oversight of regulatory compliance efforts to track, analyze, advise on and address key matters and legislation related to the entertainment production industry and the company’s business, including federal, state and local legal and regulatory developments.  Develop policies and procedures to promote accurate and compliant operational practices.  Develop and conduct training programs related to industry relations and compliance topics.   

Essential Functions

Industry Relations

  • Act as a primary contact, in conjunction with C&C Labor Relations, for Cast & Crew with entertainment industry unions and guilds, associations or other applicable groups
  • Liaise with key industry influencers to stay abreast of industry developments and represent Cast & Crew’s interests
  • Maintain relationships with industry and labor relations teams internally, at studios, and other customers
  • Represent Cast & Crew in industry related lobbying efforts, as appropriate
  • Inform key constituencies within Cast & Crew regarding industry developments
  • Coordinate with Labor Relations team regarding industry, labor relations and regulatory compliance developments

Labor Relations

  • Assist the Labor Relations team with interpretation and analysis of CBAs and legal and regulatory developments impacting the industry and Cast & Crew’s business and work with the Labor Relations team to advise on the operationalization of the same
  • Act as SME and advisor on industry legal and regulatory matters
  • Coordinate with internal Operations departments, external labor relations counsel and representatives at clients to address questions, resolve issues or in connection with payroll service agreements and related contract negotiations or disputes related to Cast & Crew’s products or services

Regulatory Compliance

  • In consultation with the General Counsel and other members of the legal team, oversee the company’s regulatory compliance efforts in tracking, analyzing and coordinating implementation efforts related to legal and regulatory changes affecting the company’s busines
  • Set up and monitor tracking tools and systems for legislative and regulatory activity in each of the jurisdictions where the company conducts business
  • Coordinate and partner with Operations, Product, IT, HR, Finance and other departments in communicating legal and regulatory developments and assisting in development and implementation of appropriate responses
  • Conduct training programs to educate various groups within the company regarding key compliance issues
  • Act as an “ambassador” in driving a culture of compliance within the company

Reporting Relationships

  • Supervisor: General Counsel
  • Subordinate(s): As Assigned


Minimum Requirements

  • J.D. and admission to the California bar or the ability to work as in-house counsel in California
  • Minimum 8 years of increasingly responsible experience as an entertainment production industry attorney with specific focus on industry and labor relations
  • A combination of experience at a law firm and major studio or union/guild/industry association
  • Strong existing relationships with senior union/guild representatives and labor relations executives at studios
  • Subject matter expertise regarding regulatory compliance areas applicable to entertainment payroll, including labor codes, wage and hour laws and employment laws and regulations.
  • Intermediate knowledge of Word, Excel and PowerPoint required
  • Ability to travel up to 15% of time

Skills and Abilities 

  • Effectively represent the Cast & Crew values and goals
  • Outsized sense of urgency
  • Ability to develop and maintain strong relationships with internal and external constituencies
  • Ability to build consensus and bring matters to resolution
  • Ability to manage multiple, concurrent projects
  • Establish and maintain cooperative working relationships
  • Excellent verbal and written communication skills
  • Excellent time management skills
  • Excellent attention to detail
  • A competitive and collaborative spirit

Special Work Conditions             

  • Schedule must be flexible in order to accommodate client and business needs.
  • Sedentary - Involves sitting most of the time but may involve walking or standing for brief periods of time. Some positions may occasionally require exerting up to 30 lbs. of force and/or a negligible amount of force frequently or constantly to lift, carry, push, or pull.


  • Cast & Crew provides a comprehensive package of employee benefits including: Medical, Dental, Life/AD&D; LTD, additional voluntary benefits such as STD, Vision, paid vacation, holidays, and sick pay; 401(k) and employer match, Additional Life Insurance, and other company perks and benefits!

Please note: Due to the high volume of applicants, it is likely that only shortlisted candidates will be contacted.

About Cast & Crew

We enable great content. Films, television, streaming, live events. We make difficult tasks easier - think payroll, human resources, accounting, financial management and workflow. Great content is difficult enough, so we’ve built solutions and software and, most importantly, linked everything together through a central hub. In English, that means Cast & Crew solutions talk to each other, making those difficult tasks we listed above a whole lot easier and simpler. We do. So you can. Learn more at www.castandcrew.com

CA residents: Your personal information may be collected in connection with certain services provided by Cast & Crew or its affiliated companies.  A summary of your California privacy rights can be found at: https://www.castandcrew.com/privacy-policy/  

Cast & Crew is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. It is our policy to provide equal employment opportunities to all individuals based on job-related qualifications and ability to perform a job, without regard to age, gender, gender identity, sexual orientation, race, color, religion, creed, national origin, disability, genetic information, veteran status, citizenship or marital status, and to maintain a non-discriminatory environment free from intimidation, harassment or bias based upon these grounds.

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Cast & Crew Entertainment Services, LLC are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.