Director, HRThe Director of HR Legal reports directly to the Chief Human Resources Officer and serves as the primary liaison between Human Resources and outside employment counsel. This role partners with the HR team and company leadership to support complex employee relations matters, employment law compliance, litigation support, and legal administration.
Essential Duties & Responsibilities- Manage and oversee employment litigation and administrative claims by tracking case activity, monitoring deadlines, coordinating document requests, preparing responses, agency inquiries, and employment-related audits, and managing outside counsel communications and billing.
- Assist in the investigation and resolution of internal HR disputes (e.g., harassment or discrimination complaints, wage and hour concerns, wrongful termination allegations) in coordination with HR leadership and legal counsel.
- Prepare, track, and coordinate separation agreements, demand letters, and other employment-related legal documentation.
- Coordinate legal holds and document preservation efforts, and collect personnel, payroll, leave, performance, policy, and other employment records needed for disputes, litigation, or legal holds.
- Prepare and review HR legal and compliance documentation, correspondence, and forms to ensure compliance with applicable employment laws.
- Coordinate preparation for and attend legal proceedings related to HR disputes and litigation, including hearings, mediations, depositions, and trials, as needed.
Education & Experience - Bachelor's degree from four-year college or university preferred
- Three (3) or more years of experience in Human Resources, employment law, employee relations, legal support, or a related field.
- Paralegal certification, HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP), or equivalent experience preferred.
- Strong organizational and case-tracking skills with the ability to manage multiple deadlines and maintain strict confidentiality.
This job description should not be considered all-inclusive. It is merely a guide of expected duties. The employee understands that the job description is neither complete nor permanent and may be modified at any time. At the request of their supervisor, an employee may be asked to perform additional duties or take on additional responsibilities without notice. This is a safety-sensitive position and may be subject to additional compliance requirements.
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