Legal & Regulatory Research Director

A hybrid working pattern, including working from home, is available. Reporting to: Vice President, Research.

Responsibilities

• Develop unsurpassed expertise on how laws and regulations impact organisations involved in supplying or using contingent labour including temporary agency workers, independent contractors, consultants, and related ancillary services.
• Monitor changes in legislation and support clients (suppliers and buyers of contingent labour) to understand implications for their businesses.
• Produce periodic comprehensive written reports that communicate key business intelligence and analysis in clear, precise language using data from primary and secondary sources; including quarterly regional Legal Updates for Americas, EMEA and APAC, and ad hoc reports covering specific jurisdictions and significant legal developments.
• Maintain SIA’s global Contingent Workforce Compliance Database.
• Work closely with colleagues to develop extensions of current research product offerings and assist in the planning for new research-related offerings and services/products.
• Participate in data collection and manipulation of publicly available data to support understanding attitudes and reactions to legislative and regulatory trends.
• Respond to queries from SIA’s clients regarding compliance and risk issues.
• Participate in SIA’s global conferences and webinars as presenter or moderator and assist with conference planning activities, including speaker recruitment and supporting development of speaker presentations.
• Moderate or participate in client-sponsored webinars, particularly those covering legal topics.
• Assist the editorial and CCWP training teams with providing legal content, updating course materials and presenting modules related to compliance and risk management.
• Develop a network among legal professionals working within the staffing industry, including working closely with national staffing associations and third-party legal experts to create mutually beneficial relationships.

Qualifications

• Qualified lawyer with a demonstrated track record of working in or advising the staffing industry.
• Deep understanding of the legal and regulatory environment in relation to the wider workforce solutions ecosystem, including employment law, national and sectoral regulation, MSI, data protection, AI, tax, health.
• Excellent analytical and problem-solving abilities; ability to identify relevant information from large volumes of data.
• Communication skills: comfortable interacting with CEOs and top executives; ability to communicate research results to business executives in a succinct, compelling manner and confident public speaking.
• Excellent writing skills and experience writing about compliance for an executive-level business audience.
• Flexibility and autonomy: initiative, ability to prioritize and manage own work and time, good time-management and experience meeting deadlines.
• Strong working relationships and demonstrated honesty, integrity and ethical behaviour.
• Fluency in English; additional languages advantageous.
• Technology proficiency: strong understanding of Microsoft Office (Word, Excel, PowerPoint), search engines, generative AI and other online research tools.

Preferred experience

• Position as general counsel within the staffing industry; lawyer with understanding of employment law (particularly for contingent labour); familiarity with SIA research methodology and report production; CCWP accreditation.

Equal Opportunity Employer / Disability / Veterans

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)