We are seeking Employment Lawyer India - HR & Workplace Compliance to join our HR team in Bangalore. This role will report to the Regional HR Director Airbus India and will be part of Airbus International labour law network (ILL). In this role, you will serve as a key strategic partner and trusted legal advisor to Human Resources Business Partners (HRBPs), Ethics & Compliance (E&C) , and executive stakeholders across India and regional operating units.
As a part of ILL, the role will participate in the definition of Airbus employment standards, providing with the sensitivity and the specific needs of the Region . The role will support the deployment of global employment policies in the Region.
The role will also be part of the HR work streams created to manage M&A transactions in the scope of his/her knowledge and duties, as a part of the HR M&A network.
You will drive end-to-end management of labour law compliance, lead sensitive internal workplace and E&C investigations, oversee HR policy design and implementation, and proactively mitigate workplace-related legal risks. The ideal candidate blends deep technical mastery of Indian employment laws with strong executive presence, sharp investigative acumen, and a pragmatic approach to operational problem-solving in a fast-paced multinational environment.
Key Responsibilities1. Labour & Employment Law Advisory
- Strategic Legal Partnering: Act as a legal advisor on labour law and employment issues to the regional HR Director and HR community.
- Partner closely with HRBPs and business managers to provide day to day counselling, evaluate legal risks and provide subject matter knowledge on a broad range of labour law and employment issues, including recruiting and hiring, training, employee management, complex leaves of absences and HR best practices.
- Regulatory Compliance Oversight: Guarantee strict adherence to central and state labour laws ( Industrial Disputes Act, Factories Act, Standing Orders, Shops & Establishment Acts, Contract Labour Act, and upcoming Labour Codes).
- Policy Design & Implementation: Formulate, draft, and regularly update company HR policies, standard operating procedures (SOPs), remote work protocols, executive agreements, non-competes, and separation agreements to align with evolving jurisprudence and business needs.
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- Risk Mitigation: Proactively identify, assess, and manage employment law risks across the employee lifecycle—from talent acquisition through post-termination claims.
- End-to-End Investigation Management: Independently receive, assess, and lead complex workplace investigations resulting from internal whistleblower alerts, compliance hotlines, POSH complaints, or HR escalations (e.g., harassment, discrimination, fraud, conflict of interest, retaliation).
- Fact-Finding & Case Governance: Conduct rigorous, impartial witness interviews, examine digital evidence, and collaborate cross-functionally with Internal Audit, Forensic IT, and Security teams while ensuring absolute confidentiality and procedural fairness.
- Actionable Reporting & Disciplinary Committees: Prepare clear, comprehensive investigation reports detailing factual findings, legal evaluations, and actionable recommendations. Present findings to Disciplinary Committees and Executive Leadership.
- Remediation & Lessons Learned: Monitor the implementation of approved disciplinary actions and corrective measures. Leverage investigation metrics to identify root causes and deliver preventive training to line managers and HR teams.
HR Operations & Implementation Support
- Contractor & Contingent Workforce Governance: Advise on vendor/contractor agreements, vendor compliance audits, and legal risks regarding co-employment and third-party staffing.
- Regulatory : Ensure all required statutory registrations and operational licenses remain fully compliant.
Governance, Metrics & Continuous Improvement
- Compliance Dashboards & KPIs: Maintain, analyze, and present quarterly compliance metrics, investigation trends, and risk heatmaps to senior leadership.
- Training & Upskilling: Design and deliver tailored training programs for HR, people managers, and employees on employment law updates, internal codes of conduct, POSH awareness, and investigation protocols.
- LL.B. or LL.M. from a recognized university or law school in India.
- Active enrollment with the Bar Council of India (preferred).
Required Experience
- 7 to 8+ years of post-qualification experience (PQE) specializing in management-side employment law, workplace investigations, and employment litigation.
- Demonstrated track record working in a top-tier corporate law firm and/or in-house legal department within a large multinational corporation (MNC).
- Deep Hands-on Investigation Experience: Proven capability in leading complex workplace and E&C investigations, interviewing sensitive witnesses, and drafting executive-level investigation reports.
- Extensive knowledge of Indian labour legislation, court procedures, and state-specific statutory compliance in Karnataka and across India.
- Previous in-house experience in a multinational entity would be appreciated
Core Competencies & Soft Skills
- Judicial Mindset & Objectivity: Uncompromising integrity, high degree of credibility, emotional intelligence, discretion, the ability to maintain absolute neutrality under pressure and confidentiality.
- Executive Communication: Exceptional written, verbal, and presentation skills—able to distill complex legal nuances into clear, actionable business advice.
- Stakeholder Management: Able to influence, challenge, and build trust across matrixed teams, regional stakeholders, and local business leads.
- Autonomous and strong team player.
This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.
Company:
Airbus India Private Limited
Employment Type:
Permanent -------
Experience Level:
Professional
Job Family:
HR Expertise
By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus. Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.
Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to emsom@airbus.com.
At Airbus, we support you to work, connect and collaborate more easily and flexibly. Wherever possible, we foster flexible working arrangements to stimulate innovative thinking.
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