Employee Relations Legal Analyst - National Renewable Energy Laboratory
Boulder, CO
About the Job
Posting Title
Employee Relations Legal Analyst
.
Location
CO - Golden
.
Position Type
Regular
.
Hours Per Week
40
.
Working at NREL
From day one at NREL, you’ll connect with coworkers driven by the same mission to save the planet. By joining an organization that values a supportive, inclusive, and flexible work environment, you’ll have the opportunity to engage through our ten employee resource groups, numerous employee-driven clubs, and learning and professional development classes.
NREL supports inclusive, diverse, and unbiased hiring practices that promote creativity and innovation. By collaborating with organizations that focus on diverse talent pools, reaching out to underrepresented demographics, and providing an inclusive application and interview process, our Talent Acquisition team aims to hear all voices equally. We strive to attract a highly diverse workforce and create a culture where every employee feels welcomed and respected and they can be their authentic selves.
Our planet needs us! Learn about NREL’s critical objectives, and see how NREL is focused on saving the planet.
We invite all interested candidates to apply for this opportunity. While we recognize that job seekers may hesitate if they don’t meet every requirement, we encourage dedicated individuals who meet all the basic and additional required qualifications of the role to submit an application. We value the opportunity to consider those who believe they have the necessary skills and ambition to succeed at NREL.
Job Description
The Employee Relations Legal Analyst in the Office of General Counsel (“OGC”) is a newly created position to support the growth of NREL. The primary focus of this role will be on employment law activities aimed at ensuring compliance and mitigating risk across the laboratory operations. This position encompasses a range of responsibilities, including but not limited to, editing, reviewing, and interpreting policies, laws, and regulations; conducting legal research; and providing support for administrative actions and litigation. The role is divided into two primary functions: HR Business Partner with a focus on employee relations, and Legal Analyst supporting the employment law function. Additionally, the position involves collaboration with internal stakeholders to address legal and regulatory matters. Successful candidates will possess strong interpersonal, communication, problem-solving, and analytical skills, with a high level of attention to detail.
Key Responsibilities at either level:
+ Support OGC Employment Law Function, to include:
+ Responding to charges filed with the Equal Employment Opportunity Commission (EEOC), Colorado Civil Rights Division (CCRD), and other administrative agencies
+ Review and edit documents for accuracy and legal defensibility
+ Research (Westlaw and/or non-Westlaw)
+ Identify and analyze legal and policy issues, creating essential documents, delivering cogent recommendations, and ensuring adherence to legal standards
+ Support litigation with outside counsel
+ Support internal and external investigations and resulting actions
+ Maintain accurate and organized records
+ Stay current on trends and changes in employment law
+ Facilitate legal compliance audits to ensure adherence to legal standards
+ Engage in multi-disciplinary teams to tackle issues and formulate strategies that are aligned with and advance the mission of NREL
+ Collaborate with the OGC team to deliver comprehensive legal support, facilitating the representation of Alliance in alignment with NREL’s objectives
+ Collaborate with internal clients and external as needed
+ Serve as OGC Primary Point of Contact to include:
+ Collaborate with Payroll to address employee repayment obligations.
+ Work with Acquisition Services to manage subcontracts for procuring goods and services related to employment law.
+ Ensure compliance with federal reporting obligations for government contractors in relation to employment law.
+ Manage legal and compliance issues for employees working or collaborating across states and international locations.
+ Interpret and apply relevant policies, guidelines, laws, regulations, and ordinances effectively.
Responsibilities for a Level IV include the above plus:
+ Leading complex legal or HR matters with minimal oversight
+ Independently analyzes complex and ambiguous matters
+ May serve as the OGC Liaison to leadership, providing reports and updates on complex legal and HR employee relations matters.
.
Basic Qualifications
Professional III- Relevant Bachelor's Degree and 5 or more years of experience or equivalent relevant education/experience. Or, relevant Master's Degree and 3 or more years of experience or equivalent relevant education/experience. Or, relevant PhD or equivalent relevant education/experience. Or, relevant JD or equivalent relevant education/experience. Complete understanding and wide application of technical principles, theories and concepts in the field.
Professional IV- Relevant Bachelor's Degree and 9 or more years of experience or equivalent relevant education/experience. Or, relevant Master's Degree and 7 or more years of experience or equivalent relevant education/experience. Or, relevant PhD and 4 or more years of experience or equivalent relevant education/experience. Or, relevant JD and 4 or more years of experience or equivalent relevant education/experience. Applies extensive technical expertise, and has full knowledge of other related disciplines. Contributes to the development of new concepts, techniques and standards. Considered internal subject matter expert. Extensive knowledge of laws, regulations, principles, procedures and practices related to specific field. Excellent leadership, project management and problem solving skills. Ability to use various computer software programs.
* Must meet educational requirements prior to employment start date.
Additional Required Qualifications
+ Exemplary interpersonal skills
+ Ability to establish relationships and gain trust with both managers and employees
+ Ability to remain tactful, calm, and persuasive in tense and/or confrontational situations
+ Strong analytical and problem-solving skills with a view toward creative and innovative solutions to facilitate client-oriented outcomes
+ A commitment to professionalism, a positive demeanor, and an interest in continuous learning and self-improvement
+ A strong interest in the laboratory’s mission
+ Capacity to collaborate effectively with a team comprised of attorneys, paralegals and HR professionals in a fast-evolving environment
+ Excellent written and verbal communication skills
+ Proficient in the Microsoft Office Suite
+ Meticulous attention to detail and organization.
+ Ability to prioritize, multi-task, and meet deadlines
Level IV Additional Required Qualifications:
+ Experience facilitating complex legal and employee relations matters independently
+ Ability to manage complex projects with minimal oversight
+ Experience working with highly visible stakeholder in a federal or government contract environment requiring a high level of scrutiny
+ Proven ability to collaborate seamlessly with cross-functional teams, including attorneys, paralegals, and HR professionals, in a dynamic, high-stakes environment, with minimal supervision.
+ Exceptional written and verbal communication skills, with the ability to distill complex legal and HR issues into clear, actionable insights for senior leadership and key stakeholders.
+ Advanced proficiency in Microsoft Office Suite and other relevant software, with the ability to leverage technology to streamline processes and enhance team productivity.
+ Strong attention to detail and organizational acumen, consistently ensuring accuracy and thoroughness in all deliverables.
+ Demonstrated ability to manage multiple high-priority initiatives simultaneously, independently prioritizing tasks and meeting deadlines under pressure.
Preferred Qualifications
+ In depth knowledge of employment laws and regulations.
+ Proficiency in legal research using Westlaw or LexisNexis.
+ Experience working with federal government contractors or in compliance with federal contractor guidelines.
+ Knowledge of international labor laws, particularly regarding employees temporarily working or collaborating abroad.
+ Familiarity with specialized AI tools applied in HR and/or employment law functions.
.
Job Application Submission Window
The anticipated closing window for application submission is up to 30 days and may be extended as needed.
Annual Salary Range (based on full-time 40 hours per week)
Job Profile: Professional III / Annual Salary Range: $63,600 - $104,900
Job Profile: Professional IV / Annual Salary Range: $73,200 - $120,800
NREL takes into consideration a candidate’s education, training, and experience, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the Colorado Equal Pay for Equal Work Act, a potential new employee’s salary history will not be used in compensation decisions.
Benefits Summary
Benefits include medical, dental, and vision insurance; short*- and long-term disability insurance; pension benefits*; 403(b) Employee Savings Plan with employer match*; life and accidental death and dismemberment (AD&D) insurance; personal time off (PTO) and sick leave; paid holidays; and tuition reimbursement*. NREL employees may be eligible for, but are not guaranteed, performance-, merit-, and achievement- based awards that include a monetary component. Some positions may be eligible for relocation expense reimbursement. Limited-term positions are not eligible for long-term disability or tuition reimbursement.
* Based on eligibility rules
Badging Requirement
NREL is subject to Department of Energy (DOE) access restrictions. All employees must also be able to obtain and maintain a federal Personal Identity Verification (PIV) card as required by Homeland Security Presidential Directive 12 (HSPD-12), which includes a favorable background investigation.
Drug Free Workplace
NREL is committed to maintaining a drug-free workplace in accordance with the federal Drug-Free Workplace Act and complies with federal laws prohibiting the possession and use of illegal drugs. Under federal law, marijuana remains an illegal drug.
If you are offered employment at NREL, you must pass a pre-employment drug test prior to commencing employment. Unless prohibited by state or local law, the pre-employment drug test will include marijuana. If you test positive on the pre-employment drug test, your offer of employment may be withdrawn.
Submission Guidelines
Please note that in order to be considered an applicant for any position at NREL you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.
.
EEO Policy
NREL is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard basis of age (40 and over), color, disability, gender identity, genetic information, marital status, domestic partner status, military or veteran status, national origin/ancestry, race, religion, creed, sex (including pregnancy, childbirth, breastfeeding), sexual orientation, and any other applicable status protected by federal, state, or local laws.
EEO is the Law (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) | Pay Transparency Nondiscrimination (https://www.dol.gov/ofccp/pdf/pay-transp_English_unformattedESQA508c.pdf) | Reasonable Accommodations (http://www.nrel.gov/careers/employment-policies.html)
E -Verify www.dhs.gov/E-Verify For information about right to work, click here (http://www.justice.gov/sites/default/files/crt/legacy/2013/08/13/FinalOSCPosterEN08_01_2013.pdf) for English or here (http://www.justice.gov/crt/file/813271/download) for Spanish.
E-Verify is a registered trademark of the U.S. Department of Homeland Security. This business uses E-Verify in its hiring practices to achieve a lawful workforce.
The National Renewable Energy Laboratory (NREL) is a leader in the U.S. Department of Energy’s effort to secure an environmentally and economically sustainable energy future. With locations in Golden and Boulder, Colorado, and a satellite office in Washington, D.C., NREL is the primary laboratory for research, development, and deployment of renewable energy technologies in the United States.
NREL is subject to Department of Energy (DOE) access restrictions. All candidates must be authorized to access the facility per DOE rules and guidance within a reasonable time frame for the specified position in order to be considered for an interview and for hiring. DOE rules for site access during the interview process depend on whether the candidate is interviewed on-site, off-site, or via telephone or videoconference. All employees must also be able to obtain and maintain a federal Personal Identity Verification (PIV) card as required by Homeland Security Presidential Directive 12 (HSPD-12), which includes a favorable background investigation. Additionally, DOE contractor employees are prohibited from participating in certain Foreign Government Talent Recruitment Programs (FGTRPs). If a candidate is currently participating in an FGTRP, they will be required to disclose their participation after receiving an offer of employment and may be required to disengage from participation in the FGTRP prior to commencing employment. Any offer of employment is conditional on the ability to obtain work authorization and to be granted access to NREL by the Department of Energy (DOE).
Drug Free Workplace
NREL is committed to maintaining a drug-free workplace in accordance with the federal Drug-Free Workplace Act and complies with federal laws prohibiting the possession and use of illegal drugs. Under federal law, marijuana remains an illegal drug.
If you are offered employment at NREL, you must pass a pre-employment drug test prior to commencing employment. Unless prohibited by state or local law, the pre-employment drug test will include marijuana. If you test positive on the pre-employment drug test, your offer of employment may be withdrawn.
Please review the information on our Hiring Process (https://www.nrel.gov/careers/hiring-process.html) website before you create an account and apply for a job. We also hope you will learn more about NREL (https://www.nrel.gov/about/) , visit our Careers site (https://www.nrel.gov/careers/) , and continue to search for job opportunities (https://nrel.wd5.myworkdayjobs.com/NREL) at the lab.
Employee Relations Legal Analyst
.
Location
CO - Golden
.
Position Type
Regular
.
Hours Per Week
40
.
Working at NREL
From day one at NREL, you’ll connect with coworkers driven by the same mission to save the planet. By joining an organization that values a supportive, inclusive, and flexible work environment, you’ll have the opportunity to engage through our ten employee resource groups, numerous employee-driven clubs, and learning and professional development classes.
NREL supports inclusive, diverse, and unbiased hiring practices that promote creativity and innovation. By collaborating with organizations that focus on diverse talent pools, reaching out to underrepresented demographics, and providing an inclusive application and interview process, our Talent Acquisition team aims to hear all voices equally. We strive to attract a highly diverse workforce and create a culture where every employee feels welcomed and respected and they can be their authentic selves.
Our planet needs us! Learn about NREL’s critical objectives, and see how NREL is focused on saving the planet.
We invite all interested candidates to apply for this opportunity. While we recognize that job seekers may hesitate if they don’t meet every requirement, we encourage dedicated individuals who meet all the basic and additional required qualifications of the role to submit an application. We value the opportunity to consider those who believe they have the necessary skills and ambition to succeed at NREL.
Job Description
The Employee Relations Legal Analyst in the Office of General Counsel (“OGC”) is a newly created position to support the growth of NREL. The primary focus of this role will be on employment law activities aimed at ensuring compliance and mitigating risk across the laboratory operations. This position encompasses a range of responsibilities, including but not limited to, editing, reviewing, and interpreting policies, laws, and regulations; conducting legal research; and providing support for administrative actions and litigation. The role is divided into two primary functions: HR Business Partner with a focus on employee relations, and Legal Analyst supporting the employment law function. Additionally, the position involves collaboration with internal stakeholders to address legal and regulatory matters. Successful candidates will possess strong interpersonal, communication, problem-solving, and analytical skills, with a high level of attention to detail.
Key Responsibilities at either level:
+ Support OGC Employment Law Function, to include:
+ Responding to charges filed with the Equal Employment Opportunity Commission (EEOC), Colorado Civil Rights Division (CCRD), and other administrative agencies
+ Review and edit documents for accuracy and legal defensibility
+ Research (Westlaw and/or non-Westlaw)
+ Identify and analyze legal and policy issues, creating essential documents, delivering cogent recommendations, and ensuring adherence to legal standards
+ Support litigation with outside counsel
+ Support internal and external investigations and resulting actions
+ Maintain accurate and organized records
+ Stay current on trends and changes in employment law
+ Facilitate legal compliance audits to ensure adherence to legal standards
+ Engage in multi-disciplinary teams to tackle issues and formulate strategies that are aligned with and advance the mission of NREL
+ Collaborate with the OGC team to deliver comprehensive legal support, facilitating the representation of Alliance in alignment with NREL’s objectives
+ Collaborate with internal clients and external as needed
+ Serve as OGC Primary Point of Contact to include:
+ Collaborate with Payroll to address employee repayment obligations.
+ Work with Acquisition Services to manage subcontracts for procuring goods and services related to employment law.
+ Ensure compliance with federal reporting obligations for government contractors in relation to employment law.
+ Manage legal and compliance issues for employees working or collaborating across states and international locations.
+ Interpret and apply relevant policies, guidelines, laws, regulations, and ordinances effectively.
Responsibilities for a Level IV include the above plus:
+ Leading complex legal or HR matters with minimal oversight
+ Independently analyzes complex and ambiguous matters
+ May serve as the OGC Liaison to leadership, providing reports and updates on complex legal and HR employee relations matters.
.
Basic Qualifications
Professional III- Relevant Bachelor's Degree and 5 or more years of experience or equivalent relevant education/experience. Or, relevant Master's Degree and 3 or more years of experience or equivalent relevant education/experience. Or, relevant PhD or equivalent relevant education/experience. Or, relevant JD or equivalent relevant education/experience. Complete understanding and wide application of technical principles, theories and concepts in the field.
Professional IV- Relevant Bachelor's Degree and 9 or more years of experience or equivalent relevant education/experience. Or, relevant Master's Degree and 7 or more years of experience or equivalent relevant education/experience. Or, relevant PhD and 4 or more years of experience or equivalent relevant education/experience. Or, relevant JD and 4 or more years of experience or equivalent relevant education/experience. Applies extensive technical expertise, and has full knowledge of other related disciplines. Contributes to the development of new concepts, techniques and standards. Considered internal subject matter expert. Extensive knowledge of laws, regulations, principles, procedures and practices related to specific field. Excellent leadership, project management and problem solving skills. Ability to use various computer software programs.
* Must meet educational requirements prior to employment start date.
Additional Required Qualifications
+ Exemplary interpersonal skills
+ Ability to establish relationships and gain trust with both managers and employees
+ Ability to remain tactful, calm, and persuasive in tense and/or confrontational situations
+ Strong analytical and problem-solving skills with a view toward creative and innovative solutions to facilitate client-oriented outcomes
+ A commitment to professionalism, a positive demeanor, and an interest in continuous learning and self-improvement
+ A strong interest in the laboratory’s mission
+ Capacity to collaborate effectively with a team comprised of attorneys, paralegals and HR professionals in a fast-evolving environment
+ Excellent written and verbal communication skills
+ Proficient in the Microsoft Office Suite
+ Meticulous attention to detail and organization.
+ Ability to prioritize, multi-task, and meet deadlines
Level IV Additional Required Qualifications:
+ Experience facilitating complex legal and employee relations matters independently
+ Ability to manage complex projects with minimal oversight
+ Experience working with highly visible stakeholder in a federal or government contract environment requiring a high level of scrutiny
+ Proven ability to collaborate seamlessly with cross-functional teams, including attorneys, paralegals, and HR professionals, in a dynamic, high-stakes environment, with minimal supervision.
+ Exceptional written and verbal communication skills, with the ability to distill complex legal and HR issues into clear, actionable insights for senior leadership and key stakeholders.
+ Advanced proficiency in Microsoft Office Suite and other relevant software, with the ability to leverage technology to streamline processes and enhance team productivity.
+ Strong attention to detail and organizational acumen, consistently ensuring accuracy and thoroughness in all deliverables.
+ Demonstrated ability to manage multiple high-priority initiatives simultaneously, independently prioritizing tasks and meeting deadlines under pressure.
Preferred Qualifications
+ In depth knowledge of employment laws and regulations.
+ Proficiency in legal research using Westlaw or LexisNexis.
+ Experience working with federal government contractors or in compliance with federal contractor guidelines.
+ Knowledge of international labor laws, particularly regarding employees temporarily working or collaborating abroad.
+ Familiarity with specialized AI tools applied in HR and/or employment law functions.
.
Job Application Submission Window
The anticipated closing window for application submission is up to 30 days and may be extended as needed.
Annual Salary Range (based on full-time 40 hours per week)
Job Profile: Professional III / Annual Salary Range: $63,600 - $104,900
Job Profile: Professional IV / Annual Salary Range: $73,200 - $120,800
NREL takes into consideration a candidate’s education, training, and experience, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the Colorado Equal Pay for Equal Work Act, a potential new employee’s salary history will not be used in compensation decisions.
Benefits Summary
Benefits include medical, dental, and vision insurance; short*- and long-term disability insurance; pension benefits*; 403(b) Employee Savings Plan with employer match*; life and accidental death and dismemberment (AD&D) insurance; personal time off (PTO) and sick leave; paid holidays; and tuition reimbursement*. NREL employees may be eligible for, but are not guaranteed, performance-, merit-, and achievement- based awards that include a monetary component. Some positions may be eligible for relocation expense reimbursement. Limited-term positions are not eligible for long-term disability or tuition reimbursement.
* Based on eligibility rules
Badging Requirement
NREL is subject to Department of Energy (DOE) access restrictions. All employees must also be able to obtain and maintain a federal Personal Identity Verification (PIV) card as required by Homeland Security Presidential Directive 12 (HSPD-12), which includes a favorable background investigation.
Drug Free Workplace
NREL is committed to maintaining a drug-free workplace in accordance with the federal Drug-Free Workplace Act and complies with federal laws prohibiting the possession and use of illegal drugs. Under federal law, marijuana remains an illegal drug.
If you are offered employment at NREL, you must pass a pre-employment drug test prior to commencing employment. Unless prohibited by state or local law, the pre-employment drug test will include marijuana. If you test positive on the pre-employment drug test, your offer of employment may be withdrawn.
Submission Guidelines
Please note that in order to be considered an applicant for any position at NREL you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.
.
EEO Policy
NREL is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard basis of age (40 and over), color, disability, gender identity, genetic information, marital status, domestic partner status, military or veteran status, national origin/ancestry, race, religion, creed, sex (including pregnancy, childbirth, breastfeeding), sexual orientation, and any other applicable status protected by federal, state, or local laws.
EEO is the Law (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) | Pay Transparency Nondiscrimination (https://www.dol.gov/ofccp/pdf/pay-transp_English_unformattedESQA508c.pdf) | Reasonable Accommodations (http://www.nrel.gov/careers/employment-policies.html)
E -Verify www.dhs.gov/E-Verify For information about right to work, click here (http://www.justice.gov/sites/default/files/crt/legacy/2013/08/13/FinalOSCPosterEN08_01_2013.pdf) for English or here (http://www.justice.gov/crt/file/813271/download) for Spanish.
E-Verify is a registered trademark of the U.S. Department of Homeland Security. This business uses E-Verify in its hiring practices to achieve a lawful workforce.
The National Renewable Energy Laboratory (NREL) is a leader in the U.S. Department of Energy’s effort to secure an environmentally and economically sustainable energy future. With locations in Golden and Boulder, Colorado, and a satellite office in Washington, D.C., NREL is the primary laboratory for research, development, and deployment of renewable energy technologies in the United States.
NREL is subject to Department of Energy (DOE) access restrictions. All candidates must be authorized to access the facility per DOE rules and guidance within a reasonable time frame for the specified position in order to be considered for an interview and for hiring. DOE rules for site access during the interview process depend on whether the candidate is interviewed on-site, off-site, or via telephone or videoconference. All employees must also be able to obtain and maintain a federal Personal Identity Verification (PIV) card as required by Homeland Security Presidential Directive 12 (HSPD-12), which includes a favorable background investigation. Additionally, DOE contractor employees are prohibited from participating in certain Foreign Government Talent Recruitment Programs (FGTRPs). If a candidate is currently participating in an FGTRP, they will be required to disclose their participation after receiving an offer of employment and may be required to disengage from participation in the FGTRP prior to commencing employment. Any offer of employment is conditional on the ability to obtain work authorization and to be granted access to NREL by the Department of Energy (DOE).
Drug Free Workplace
NREL is committed to maintaining a drug-free workplace in accordance with the federal Drug-Free Workplace Act and complies with federal laws prohibiting the possession and use of illegal drugs. Under federal law, marijuana remains an illegal drug.
If you are offered employment at NREL, you must pass a pre-employment drug test prior to commencing employment. Unless prohibited by state or local law, the pre-employment drug test will include marijuana. If you test positive on the pre-employment drug test, your offer of employment may be withdrawn.
Please review the information on our Hiring Process (https://www.nrel.gov/careers/hiring-process.html) website before you create an account and apply for a job. We also hope you will learn more about NREL (https://www.nrel.gov/about/) , visit our Careers site (https://www.nrel.gov/careers/) , and continue to search for job opportunities (https://nrel.wd5.myworkdayjobs.com/NREL) at the lab.
Source : National Renewable Energy Laboratory