Senior Counsel, Corporate & Intellectual Property

Job Summary:

The Senior Counsel will serve as a key legal advisor to a large, multi-specialty medical group, providing strategic and transactional legal support across corporate matters and intellectual property (IP) initiatives. This role will play a central part in advising on the formation and operation of an affiliated startup subsidiary focused on healthcare innovation, digital health, and emerging technologies.

The ideal candidate combines strong corporate governance and transactional experience with intellectual property fluency and a practical, business-oriented approach to supporting clinical and operational leadership.

Essential Responsibilities:

• Develops and presents legal advice and opinions relative to TPMGs operations and regulatory requirements.
• Provides day to day legal advice to TPMG, including operations and physician leaders on a wide range of health care, corporate, and other legal issues, including issues specific to physician groups and physician practice.
• Conducts legal research, prepares legal documents and recommends courses of action to ensure appropriate compliance with existing laws, regulations, and accreditation standards.
• Provides advice and drafting assistance on policies and procedures, and on proposed communications that may have legal implications.
• Reviews and advises TPMG management on relevant new and proposed statutes, regulations, and judicial decisions affecting TPMG operations.
• Provides negotiation assistance, reviews, develops, drafts, and prepares contracts with organizations with which TPMG conducts business.
• Monitors, manages, and reviews all work and expenditures for outside counsel to ensure quality and efficacy of legal services.
• Provides/contributes to educational programs for TPMG physicians and other employees on legal issues pertaining to TPMG and Kaiser Permanente.
• Kaiser Permanente conducts compensation reviews of positions on a routine basis. At any time, Kaiser Permanente reserves the right to reevaluate and change job descriptions, or to change such positions from salaried to hourly pay status. Such changes are generally implemented only after notice is given to affected employees.