Corporate Counsel

Red Wing Shoe Company is seeking a Corporate Counsel to provide broad, business‑focused legal support across the organization. Reporting to the General Counsel, this role adds critical in‑house legal capacity to support a growing and increasingly complex business environment. The Corporate Counsel will serve as a trusted generalist and business partner, providing legal advice across corporate, governance, regulatory, operational, and transactional matters while working closely with leadership and internal stakeholders to proactively manage risk and improve legal efficiency. While not an employment law specialist role, this position may be involved in employment‑related matters such as investigations, policy interpretation, and risk assessments, with the opportunity - and expectation - to grow this capability over time as part of a broader generalist practice in partnership with the General Counsel and external counsel.  

Key Responsibilities

• Provide timely, practical legal guidance on corporate, regulatory, compliance, and operational matters
• Draft, review, and negotiate a wide range of commercial, vendor, customer, and confidentiality agreements
• Support corporate governance activities, entity management, and related documentation
• Partner with HR and leadership on employment‑related matters, including investigations, policy interpretation, and risk evaluation, in coordination with the General Counsel
• Develop and support internal legal controls, policies, and compliance frameworks
• Manage and triage legal matters, determining when to engage external counsel and overseeing that work
• Support strategic initiatives and contribute to long‑term legal capacity and effectiveness.

Education & Experience

• Juris Doctor (JD) from an accredited law school
• Licensed to practice law in Minnesota, or ability to obtain licensure
• 7+ years of legal experience, preferably including corporate or in‑house generalist experience
• Demonstrated success handling diverse legal matters across multiple practice areas
• Strong experience drafting, reviewing, and negotiating commercial agreements
• Exposure to employment‑related legal issues (e.g., investigations, employee relations, policy guidance) preferred, but not required
• Experience managing or partnering with external counsel

Skills & Abilities

• Strong legal judgment with a practical, business‑oriented mindset
• Ability to balance legal risk with business objectives
• Excellent communication and relationship‑building skills
• Highly organized with strong analytical and prioritization abilities
• Comfortable working in areas of evolving responsibility and legal complexity
• Willingness and ability to develop additional breadth and depth in legal skills over time as part of a broader corporate practice

Personal Characteristics

• Trusted advisor with high integrity and sound judgment
• Practical, collaborative, and results‑oriented team player
• Low‑ego, high‑impact contributor committed to continuous learning

Work Environment: 

This position follows a Hyflex work model, providing the flexibility of remote work alongside intentional in‑office collaboration for “Moments that Matter” and key business needs. Upon hire, must be located within a commutable distance to Red Wing, MN.

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact rwsc.recruitment@redwingshoes.com or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)