What it is…
Some companies will advertise directly for an employment law specialist, but many prefer to centre the role around a more traditional job title, such as HR adviser or HR manager (employment law).
What you need…
At least five years’ generalist HR experience and CIPD qualifications. You will also need an in-depth knowledge of employment law issues and relevant specialist experience – experience of outsourcing or knowledge of Transfer of Undertakings (Protection of Employment) regulations (TUPE) and previous experience of transfers or of employment tribunals. You will need excellent communication skills, good decision-making skills and to be able to deal with contentious issues and exert your influence at all levels of the organisation.
How to get into it…
As with many specialist but non-industry specific areas of HR, it is most common to start out in a generalist role and develop and acquire specialist knowledge and direct experience in employment law. However, it is also possible for someone from a legal background to move into an HR role, generally at a more senior level.
What is involved?…
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You will support managers and the business generally on aspects of employment law, ensuring compliance with all statutory requirements and employment law obligations. Part of this will be helping HR to ensure the organisation attracts and develops staff in a way that both maximises their potential and conforms to current employment law. You will also be responsible for monitoring and advising on all disciplinary and grievance matters, and representing the company at any formal proceedings.
Prospects…
Good, particularly as larger firms increasingly look to recruit specialists. Rising numbers of companies recognise the benefits of having a specialist in-house, both to reduce costs and to support and prevent costly and damaging employment tribunals.
www.hays.com/hr
