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Privacy Counsel

Company: Asana
Location: San Francisco
Posted on: February 25, 2021

Job Description:

Our legal team works cross-functionally to help achieve Asana's ambitious mission of enabling all teams to work together effortlessly. We're a collaborative group responsible for supporting all teams throughout the organization to ensure they have the resources they need to be successful while likewise supporting Asana's core values and interests. We run ideas past each other, we problem-solve together, we partner with other groups to navigate them through challenging issues, and we're growing.-- Specifically, we're looking for a privacy counsel to join our legal team. This role requires someone with expertise in privacy and experience working closely with other business and technical stakeholders to be able to further build out Asana's privacy function. This is a great opportunity to help scale a privacy program in a mission-driven company and offers exposure to a wide variety of issues. We are looking for a team player who brings a thoughtful, pragmatic mindset to solving problems. This role reports to the head of Asana's legal product, privacy, and compliance pillar. What you'll achieve

  • Provide privacy subject-matter expertise and guidance to Asana's business, product, and engineering teams
  • Conduct DPIAs and privacy assessments on product features and internal data processing activities
  • Partner with our commercial legal team to provide privacy subject-matter support for inbound and outbound commercial agreements
  • Be an ambassador and evangelist for privacy at Asana by delivering training and helping develop an educational curriculum focused on privacy
  • Implement privacy best practices throughout the company, including ensuring that Asana continues to honor individual privacy rights requests to keeping Asana's Article 30 records up to date
  • Support our current privacy counsel in developing a comprehensive privacy compliance strategy for Asana About you
    • JD from an accredited law school and U.S-qualified (California bar membership or California registered in-house counsel preferred)--
    • 4+ years experience working in-house at a technology company as privacy counsel and/or at a law firm counseling high-growth technology companies on privacy ( in-house experience strongly preferred)--
    • Strong knowledge of GDPR, CCPA and familiarity with other global privacy laws such as the LGPD, the Privacy Act (Australia), Act on the Protection of Personal Information (Japan), and the Personal Data Protection Act (Singapore)
    • Strong collaboration skills and ability to work cross-functionally with non-lawyers across the company--
    • You love privacy-related work and view protecting privacy rights not as a compliance obligation, but as the right thing to do
    • Comfortable with technology and relevant technology terminology
    • Track record of taking initiative, having the ability to work independently, handle multiple projects with competing deadlines--
    • Excellent legal and business judgment with the ability both to assess and communicate risks to business partners in clear, actionable fashion
    • CIPP preferred About us At Asana, we're building a better way to work, fueled by transparency, inclusion, and technology that is a force for positive change. Asana is a work management platform that helps teams orchestrate their work, from daily tasks to strategic initiatives, so they can move faster and accomplish more with less. For the past 5 years, we've been named a top workplace, including top 10 Great Place to Work Best Small & Medium Workplaces, #1 Fortune Best Workplace in the Bay Area for four years in a row, #8 Fortune Best Workplaces for Women, #14 Glassdoor Best Place to Work , and one of Ireland's Best Workplaces . With offices all over the world, we are always looking for curious, collaborative, and mission-driven people to help us enable the world's teams to work together effortlessly. We believe in supporting people to do their best work and thrive, and building a diverse, equitable, and inclusive company is core to our mission. Our goal is to ensure that Asana upholds an inclusive environment where all people feel that they are equally respected and valued, whether they are applying for an open position or working at the company. We welcome applicants of any educational background, gender identity and expression, sexual orientation, religion, ethnicity, age, citizenship, socioeconomic status, disability, and veteran status. [Optional] Pronouns - how should we refer to you in the third person?
      Please select [Optional, if "other" is selected above] My pronouns are
      Do you have the right to work in the country where this role is based? --*
      -- Please indicate whether you are a citizen or legal permanent resident of any of the following countries: Cuba, Iran, North Korea or Syria. --*
      NOTE:--Asana is seeking the above information for the exclusive and limited purpose of complying with U.S. export control laws given that the position for which you are applying may require access to technology subject to those laws and could require a license application or other filing. We will not use the information that you provide for any other purpose.-- -- Have you been employed, or otherwise engaged, by an Asana entity in the past? --*
      NOTE: Previous independent contractors, select "Yes" -- U.S. Equal Opportunity Employment Information (Completion is voluntary) Individuals seeking employment at Asana 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. Gender Please select Are you Hispanic/Latino? Please select 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. Veteran Status Please select Form CC-305 OMB Control Number 1250-0005 Expires 05/31/2023 Voluntary Self-Identification of DisabilityWhy 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 . 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 Disability Status Please select 1 Section 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 . 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.

Keywords: Asana, San Francisco , Privacy Counsel, Legal , San Francisco, California

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