Key Responsibilities and Required Skills for Employment Law Advisor

🎯 Role Definition

Are you a seasoned legal or HR professional with a deep passion for fostering a fair, compliant, and positive workplace? This role requires a dedicated and strategic Employment Law Advisor to serve as our subject matter expert on all facets of employee relations and employment legislation. In this critical role, you will be instrumental in mitigating risk, upholding our company values, and empowering our leaders to manage their teams effectively. You will provide expert counsel, conduct sensitive investigations, and shape the policies that define our employee experience. The ideal candidate is a pragmatic problem-solver who can balance legal risk with business objectives, demonstrating sound judgment and exceptional interpersonal skills.

📈 Career Progression

Typical Career Path

Entry Point From:

Employee Relations Specialist or Manager
HR Business Partner with a strong ER focus
Paralegal (specializing in Employment Law)
Junior In-House Counsel or Associate Attorney at a law firm

Advancement To:

Senior or Principal Employment Law Advisor
Director of Employee Relations
Associate General Counsel, Employment
Chief Compliance Officer

Lateral Moves:

Labor Relations Manager
Senior HR Business Partner
Ethics & Compliance Director

Core Responsibilities

Primary Functions

Provide expert, timely, and practical legal advice to HR professionals, business leaders, and executives on a wide range of complex employment and labor law issues, including hiring, performance management, discipline, terminations, and wage and hour compliance.
Lead and conduct thorough, objective, and confidential internal investigations into sensitive employee complaints, such as allegations of harassment, discrimination, retaliation, bullying, and other workplace misconduct.
Prepare comprehensive, well-documented investigation reports, presenting findings and recommending appropriate remedial actions to senior leadership and legal teams.
Act as the primary point of contact for responding to administrative charges from government agencies, including the EEOC, DOL, NLRB, and state-level fair employment practice agencies, by drafting position statements and managing information requests.
Proactively draft, review, and update company-wide HR policies, procedures, employee handbooks, and employment-related agreements to ensure ongoing compliance with federal, state, and local laws.
Advise on and manage complex employee leave and accommodation requests under the FMLA, ADA, and other applicable leave laws, engaging in the interactive process to find reasonable solutions.
Design, develop, and deliver engaging training programs for managers and employees on critical employment law topics, such as anti-harassment, performance management, and union avoidance.
Partner closely with external legal counsel on managing employment litigation, arbitrations, and other legal disputes, assisting with discovery, witness preparation, and litigation strategy.
Provide strategic counsel on workforce restructuring, reductions in force (RIFs), and the development of severance plans and agreements, ensuring legal compliance and fair treatment of employees.
Analyze employee relations trends and metrics to identify potential areas of risk and develop proactive strategies and interventions to improve the workplace environment.
Guide and support the HR and management teams through complex and high-risk employee separations, ensuring all legal requirements are met and risks are minimized.
Interpret and provide guidance on intricate wage and hour issues under the Fair Labor Standards Act (FLSA) and state laws, including employee classifications, overtime calculations, and pay equity.
Manage and advise on matters related to restrictive covenants, including non-compete, non-solicitation, and confidentiality agreements, from drafting to enforcement.

Secondary Functions

Stay abreast of emerging trends, new legislation, and court decisions in employment law, and effectively communicate potential impacts and required actions to the business.
Assist in due diligence activities related to mergers and acquisitions, focusing on assessing employment-related liabilities and integration challenges.
Mediate and facilitate the resolution of employee conflicts and disputes before they escalate to formal grievances or legal action.
Partner with the benefits and compensation teams to ensure that all related programs and policies are designed and administered in compliance with relevant employment laws.
Conduct regular audits of HR practices and policies, such as I-9 compliance, personnel files, and pay practices, to identify and remediate any compliance gaps.
Serve as a key advisor in labor relations matters, including providing guidance on union organizing campaigns, collective bargaining agreement interpretation, and grievance handling.
Develop and maintain strong, collaborative relationships with key stakeholders across the organization, including HR, Legal, and business unit leaders, to foster a culture of compliance and ethical conduct.

Required Skills & Competencies

Hard Skills (Technical)

Expert Knowledge of Employment Law: Deep, practical understanding of federal, state, and local employment statutes, including Title VII, ADA, ADEA, FMLA, FLSA, and WARN Act.
Workplace Investigation Expertise: Proven ability to conduct complex, sensitive investigations from intake to conclusion, including interview techniques and report writing.
Policy Drafting and Implementation: Skill in creating, reviewing, and operationalizing legally sound and user-friendly HR policies and procedures.
Legal Research & Analysis: Proficiency in using legal research tools (e.g., Westlaw, LexisNexis) to analyze statutes, regulations, and case law to provide informed guidance.
Litigation & Agency Charge Management: Experience preparing position statements for agencies like the EEOC and assisting in the management of employment litigation.
Risk Assessment: Ability to identify legal risks in business practices and propose practical, business-oriented mitigation strategies.

Soft Skills

Discretion and Confidentiality: Unquestionable integrity and the ability to handle highly sensitive and confidential information with the utmost professionalism.
Influence and Negotiation: The capacity to influence stakeholders at all levels, from front-line managers to senior executives, and to negotiate effective resolutions to complex issues.
Exceptional Communication: Superior written and verbal communication skills, with the ability to explain complex legal concepts clearly and concisely to non-lawyers.
Analytical and Problem-Solving Skills: A sharp, analytical mindset capable of dissecting problems, evaluating options, and making sound, risk-calibrated decisions.
Empathy and Emotional Intelligence: Ability to interact with employees and managers with empathy and professionalism, particularly during stressful and emotional situations.
Pragmatism and Business Acumen: Strong understanding of business operations and the ability to provide legal advice that is practical, solution-oriented, and aligned with business goals.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree from an accredited university.

Preferred Education:

Juris Doctor (J.D.) from an ABA-accredited law school and admission to at least one state bar.
Master's degree in Human Resources, Industrial/Labor Relations, or a related field.

Relevant Fields of Study:

Law
Human Resources
Industrial & Labor Relations
Business Administration

Experience Requirements

Typical Experience Range:

5-10 years of progressive experience directly in employment law and/or employee relations.

Preferred:

A combination of law firm and in-house corporate experience is highly desirable.
Experience providing counsel in a multi-state or global organization.
Demonstrable, hands-on experience personally conducting and managing a high volume of complex workplace investigations.