Description
Director, Employment Law, ER/LR
Location: Nashville, TN (preferred) | Hybrid
Reports to: Chief Human Resources Officer
Position Summary
The Director, Employment Law & Employee Relations will serve as the company’s senior in-house legal advisor on employment-related matters across multiple operating businesses. This role partners closely with HR leadership and operations to manage legal risk, drive consistency in employee relations practices, and proactively address complex workplace issues in a multi-state, high-volume environment.
This role will initially focus on employment law and employee relations support, with the expectation of expanding into broader labor relations strategy and support as the function evolves.
Key Responsibilities
1. Strategic Employment Law Leadership
Serve as the lead internal legal expert on all employment-related matters
Provide practical, business-oriented guidance on:
Terminations and high-risk employee actions
Accommodation and leave issues (ADA, FMLA, PWFA, etc.)
Wage & hour compliance across multiple jurisdictions
Discrimination, harassment, and retaliation risk
Balance legal risk with operational realities across diverse businesses
2. Litigation & Agency Strategy
Lead response strategy for:
EEOC and state agency charges
Pre-litigation matters, demand letters, and disputes
Draft or oversee position statements and internal documentation
Manage and direct outside counsel where needed
Assess case exposure and recommend resolution strategies
3. Employee Relations & Investigations
Serve as a senior advisor on complex employee relations issues
Lead or oversee high-risk internal investigations
Ensure investigations are consistent, defensible, and scalable
Provide clear recommendations to HR and business leaders
4. Policy, Compliance & Infrastructure
Oversee development and maintenance of:
Employee handbooks (multi-state)
HR policies and procedures
Ensure compliance with evolving federal, state, and local laws
Partner on development of manager training related to legal risk
5. Enterprise Risk & Capability Building
Identify systemic legal and employee relations risks across business units
Develop standardized approaches to:
Documentation and decision-making
Supervisor escalation protocols
Performance management practices
Drive improved consistency and reduced claim exposure across the organization
6. Labor Relations (Growth Responsibility)
Over time, expand scope to include labor relations support, including:
Advising on CBA interpretation and administration
Supporting grievance strategy and dispute resolution
Partnering with HR leadership on union-related strategy
Help build a more formalized labor relations capability as business needs evolve
Qualifications
Required
J.D. from an accredited law school
Active bar membership (Tennessee preferred or ability to obtain)
7–12+ years of relevant experience in employment law
Demonstrated experience with:
EEOC charges and litigation strategy
Multi-state compliance
High-volume, hourly workforce environments
Preferred
Experience in both employment law and labor relations
Exposure to union environments and collective bargaining agreements
Prior in-house experience or strong partnership with HR teams
Experience supporting multi-entity or decentralized organizations
Key Competencies
Strong business judgment and pragmatic legal approach
Ability to influence senior leaders and drive consistent decision-making
Skilled at translating legal risk into clear, actionable guidance
High degree of ownership and comfort operating independently
Capability to build and scale a function over time
Requirements
J. D. from an accredited law school
Active bar membership (Tennessee preferred or ability to obtain)
7–12+ years of relevant experience in employment law
Demonstrated experience with:
EEOC charges and litigation strategy
Multi-state compliance
High-volume, hourly workforce environments
