Key Responsibilities and Required Skills for Employment Law Attorney

🎯 Role Definition

As our Employment Law Attorney, you will be the cornerstone of our commitment to a fair, ethical, and compliant workplace. You'll move beyond simply interpreting statutes; you will act as a trusted advisor and strategic partner to Human Resources and business leaders across the organization. Your role is to provide practical, business-oriented legal solutions to complex and often sensitive workplace challenges. You will be instrumental in shaping our employment policies, defending the company's interests, and empowering our managers with the knowledge to lead effectively while mitigating legal risk. This is an opportunity to make a tangible impact on our organization's culture and operational integrity.

📈 Career Progression

Typical Career Path

Entry Point From:

Associate Attorney at a law firm (Labor & Employment practice group)
Junior In-House Employment Counsel
HR Compliance Manager with a J.D.

Advancement To:

Senior Employment Counsel / Lead Employment Counsel
Associate General Counsel, Labor & Employment
Director of Employee Relations

Lateral Moves:

Director of HR Compliance
Ethics & Compliance Officer
Senior Labor Relations Specialist

Core Responsibilities

Primary Functions

Provide expert, day-to-day advice and strategic counsel to HR professionals and business leaders on a comprehensive range of employment law issues, including hiring, discipline, performance management, terminations, and accommodations.
Represent the company in employment-related litigation, arbitrations, and administrative proceedings before federal and state courts and agencies, including the EEOC, DOL, NLRB, and related state bodies.
Manage all phases of the litigation lifecycle, from initial case assessment and discovery management (including e-discovery) to drafting motions, negotiating settlements, and trial preparation.
Conduct and oversee sensitive and complex internal investigations into employee complaints of discrimination, harassment, retaliation, whistleblowing, and other workplace misconduct, ensuring a fair and thorough process.
Draft, review, and negotiate a wide array of employment-related agreements, such as offer letters, employment contracts, restrictive covenants (non-compete/non-solicit), and separation and release agreements.
Proactively develop, implement, and update company-wide employment policies, procedures, and employee handbooks to ensure ongoing compliance with evolving federal, state, and local laws.
Design and deliver engaging and effective training programs for managers and employees on critical employment law topics, including anti-harassment, EEO compliance, wage and hour best practices, and managing employee leaves.
Manage and direct outside counsel on employment litigation and specialized advisory matters, including developing case strategy, managing budgets, and ensuring high-quality, cost-effective representation.
Respond strategically to pre-litigation demand letters, attorney correspondence, and government agency inquiries to resolve disputes before they escalate.
Monitor legislative and regulatory developments in employment law across all relevant jurisdictions and advise the business on potential impacts, recommending proactive policy and practice changes.
Partner directly with HR to navigate complex employee relations issues, high-risk terminations, and disability and religious accommodation requests under the ADA.
Provide critical employment law support for mergers, acquisitions, and divestitures, including conducting due diligence, assessing risks, and assisting with integration strategies.
Advise on wage and hour issues under the FLSA and state laws, including employee classification, overtime calculations, and pay equity analyses.
Defend the company against single-plaintiff, class action, and collective action lawsuits related to employment matters.
Provide strategic counsel on workforce reductions, reorganizations, and plant closures to ensure compliance with the WARN Act and other applicable regulations.
Advise the business on traditional labor law issues, including union organizing campaigns, collective bargaining agreement administration, and unfair labor practice charges.
Manage the company's response to third-party subpoenas and requests for employee records and information.
Partner with the compensation and benefits team to advise on legal issues related to executive compensation, bonus plans, and commission structures.
Conduct regular risk assessments of employment practices and procedures, identifying potential areas of vulnerability and recommending proactive, preventative measures.
Build strong, collaborative relationships with cross-functional partners, including HR, Compliance, IT, and Finance, to provide holistic and practical legal advice.

Secondary Functions

Support ad-hoc legal research projects for other corporate legal functions on issues with employment law implications.
Contribute to the legal department's knowledge management initiatives by creating templates, best practice guides, and internal legal updates.
Collaborate with the global mobility and immigration teams to provide legal guidance on visa, immigration, and expatriate assignment issues.
Participate in cross-functional project teams to provide employment law input on new business initiatives, product launches, or operational changes.

Required Skills & Competencies

Hard Skills (Technical)

Deep subject matter expertise in federal, state, and local employment laws and regulations (e.g., Title VII, ADA, FMLA, FLSA, ADEA, NLRA, WARN Act).
Significant litigation and case management experience, including handling discovery, motion practice, and appearing before courts and administrative agencies.
Proven ability to conduct and manage complex, high-stakes internal workplace investigations from intake to resolution.
Proficiency in legal research using platforms like Westlaw or LexisNexis and translating complex legal principles into actionable business advice.
Strong experience in drafting, reviewing, and negotiating a wide variety of legal documents, particularly employment and settlement agreements.
Admission to at least one state bar in good standing and the ability to become admitted as in-house counsel where required.
Experience managing outside counsel, including budget oversight and strategic direction.

Soft Skills

Exceptional business acumen with the ability to provide practical, risk-weighted advice that aligns with strategic goals.
Superior verbal and written communication skills, capable of effectively articulating complex legal concepts to non-lawyers at all levels of the organization.
Impeccable judgment, integrity, and discretion in handling highly sensitive, confidential, and privileged information.
Strong analytical and problem-solving skills with a creative and pragmatic approach to resolving disputes.
Excellent client counseling skills with the ability to build rapport and be seen as a trusted, go-to advisor.
Outstanding organizational skills and the ability to manage a high-volume, diverse caseload and multiple priorities in a fast-paced environment.
A collaborative, team-oriented mindset with the ability to work effectively with cross-functional partners.
Strong negotiation and conflict resolution skills, with a track record of achieving favorable outcomes.

Education & Experience

Educational Background

Minimum Education:

Juris Doctor (J.D.) from an ABA-accredited law school.
Member in good standing of at least one U.S. State Bar.

Preferred Education:

J.D. from a top-tier law school.
Certificate or academic concentration in Labor & Employment Law.

Relevant Fields of Study:

Law
Labor Relations

Experience Requirements

Typical Experience Range:
5-10 years of focused experience in employment law, either at a reputable law firm with a dedicated labor and employment practice or in an in-house legal department.

Preferred:

A combination of both premier law firm and in-house experience is highly desirable.
First or second-chair experience managing employment litigation.
Experience providing counsel to companies in a similar industry or of a similar size and complexity.