Key Responsibilities and Required Skills for Legal Counsel, Employment Law

🎯 Role Definition

Are you a seasoned employment law expert passionate about providing practical, business-focused legal advice? This role requires a Legal Counsel, Employment Law to serve as a key advisor and strategic partner to our People (HR) and business leadership teams. In this critical role, you will be responsible for managing all facets of employment law, from day-to-day counseling and policy development to litigation management and compliance training. You'll be the go-to expert for navigating the complex web of federal, state, and local labor laws, directly influencing our company culture and protecting our most valuable asset—our people. This is an incredible opportunity to make a tangible impact in a fast-paced, growing organization.

📈 Career Progression

Typical Career Path

Entry Point From:

Associate at a law firm (Employment & Labor Practice Group)
In-house Counsel with a focus on employment matters
Senior Employee Relations Specialist with a J.D.

Advancement To:

Senior Counsel, Employment Law
Associate General Counsel, Labor & Employment
Director, Employee Relations or HR Compliance

Lateral Moves:

Senior Compliance Manager
Director of HR Policy & Governance

Core Responsibilities

Primary Functions

Provide expert, day-to-day legal advice and strategic counseling to HR professionals and business managers on a wide range of employment issues, including recruiting, hiring, performance management, discipline, terminations, and accommodations.
Proactively monitor, analyze, and advise on the impact of new and proposed legislation, regulations, and judicial decisions to ensure ongoing compliance with all applicable federal, state, and local employment laws.
Manage and oversee all aspects of employment-related litigation, including pre-litigation claims, administrative charges (EEOC, DOL, etc.), and lawsuits, by collaborating with and managing outside counsel to achieve optimal outcomes.
Conduct and/or provide legal oversight for sensitive internal investigations into allegations of harassment, discrimination, retaliation, whistleblowing, and other workplace misconduct, ensuring a fair and consistent process.
Draft, review, and negotiate a variety of employment-related legal documents, such as offer letters, employment agreements, severance and release agreements, and restrictive covenant agreements.
Develop, implement, and continuously update company-wide HR policies, procedures, and the employee handbook to reflect current laws and best practices, ensuring clarity and consistency across the organization.
Partner with the People team to design and deliver engaging and effective training programs for managers and employees on key employment law topics, such as harassment prevention, wage and hour compliance, and managing leaves of absence.
Advise on complex employee relations matters, including reasonable accommodations under the ADA, leaves of absence under the FMLA and state equivalents, and wage and hour issues under the FLSA.
Provide legal support for business transactions, such as mergers and acquisitions, by conducting employment-related due diligence and advising on integration strategies.
Respond to third-party subpoenas, discovery requests, and other legal demands for employee-related information, ensuring protection of confidential data.
Counsel the business on contingent worker classifications and related co-employment risks, ensuring proper engagement of independent contractors, freelancers, and temporary staff.
Partner with the Diversity, Equity, and Inclusion (DEI) team to provide legal guidance on initiatives, programs, and communications to ensure they are legally sound and mitigate risk.
Advise on legal aspects of compensation and benefits programs, including executive compensation, equity plans, and commission structures, in partnership with the Total Rewards team.
Manage the company's response to claims for unemployment insurance and represent the company in related hearings or appeals as necessary.
Provide legal guidance on immigration matters, partnering with mobility specialists and outside immigration counsel to support employee visa and work authorization processes.
Collaborate with cross-functional teams, including Compliance, Privacy, and IT Security, to address the employment law implications of data privacy and security policies.
Support labor relations activities, including advising on union organizing campaigns, collective bargaining negotiations, and grievance procedures in unionized environments.
Oversee and manage the legal budget for employment matters, including the selection and management of outside counsel and other legal service providers to ensure cost-effective, high-quality support.
Prepare and present regular updates to senior leadership on significant employment law trends, litigation risks, and compliance initiatives.
Guide HR and managers through complex workforce restructuring, reduction-in-force (RIF), and furlough events, including the preparation of adverse impact analyses and related documentation.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis related to HR and legal metrics.
Contribute to the organization's broader legal and compliance strategy and roadmap.
Collaborate with business units to translate data needs into engineering requirements for HR analytics.
Participate in sprint planning and agile ceremonies within the broader legal operations team.

Required Skills & Competencies

Hard Skills (Technical)

Deep, substantive knowledge of federal, state, and local employment laws and regulations (e.g., Title VII, ADA, ADEA, FMLA, FLSA, WARN Act).
Proven experience managing employment litigation, arbitrations, and administrative agency charges from inception to resolution.
Expertise in conducting and managing complex and sensitive internal workplace investigations.
Strong contract drafting and negotiation skills, particularly with severance, non-compete, and employment agreements.
Experience developing and implementing legally compliant HR policies, handbooks, and procedures.
Proficiency with legal research tools such as Westlaw, LexisNexis, or similar platforms.
Admission to at least one State Bar and in good standing, with the ability to register as in-house counsel if necessary.
Experience advising on employee data privacy matters (e.g., CCPA/CPRA, GDPR) in the context of employment.
Skill in advising on wage and hour law compliance, including employee classification and pay practices.
Experience providing legal support for M&A transactions, specifically employment due diligence and integration.
Familiarity with traditional labor law and experience with union-related matters is a strong plus.

Soft Skills

Exceptional written and verbal communication skills, with the ability to explain complex legal concepts to non-lawyers.
Strong business acumen and the ability to provide practical, risk-weighted advice that aligns with business objectives.
Unquestionable integrity, ethics, and ability to handle highly confidential and sensitive information with discretion.
Excellent analytical, problem-solving, and decision-making skills with a strong attention to detail.
Proven ability to manage multiple high-priority projects simultaneously in a fast-paced environment.
A highly collaborative, team-oriented mindset with the ability to build strong relationships across departments.
Sound judgment and the ability to think strategically and creatively to solve problems.

Education & Experience

Educational Background

Minimum Education:

Juris Doctor (J.D.) degree from an ABA-accredited law school.
Active bar membership in at least one U.S. state and in good standing.

Preferred Education:

J.D. from a top-tier law school.
Academic distinctions such as Law Review, Moot Court, or Order of the Coif.

Relevant Fields of Study:

Law
Labor and Employment Law

Experience Requirements

Typical Experience Range:

5-10 years of focused employment law experience.

Preferred:

A combination of experience at a reputable law firm and in an in-house legal department is highly desirable.
Prior experience supporting a multi-state or global workforce is a significant advantage.