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*scrolls through grad school website*
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I work/live on the east coast, but I support the southern region of my company. 100% of my interactions with HR (and most with my business clients) were allegedly remote even pre-pandemic. I started in this role about 8 months ago, so I can’t speak for sure from experience.
All of my employment lawyers (~10 attys) advise in a remote fashion. I’m not sure about your reference to the “quasi HR/ER role” and why that would impact the ability to be fully remote? All of our ER and HR folk advise in a fully remote way as well- meaning even when we were in an office I’d have a HR person in Florida working with an er person in nyc and an attorney in LA related to an employee in SF (as an example).
Trying to be helpful but I’m honestly not seeing why employment lawyers couldn’t be fully remote. I think the better question is whether the rest of the company is fully remote, that is, it can be harder to be an effective remote employee when the folk you work with are physically together in an office. That’s true for most roles though and not specific to employment law.
Are you thinking about interviews for investigations or counseling to exit folk? I know pre pandemic they were both areas we thought had to be in person. FWIW- To the extent anyone thought investigators couldn’t work remotely I think the last year proved that to be false; but I do think if a company is going back to an office the one area that benefits from physical presence is exits. They have definitely proven more challenging over the last year (down to tactical issues like how you cut off access to systems when you need the person to be in a teams/zoom meeting with you... scheduling a cell phone call with HR when everything in a company happens on teams is a strong tip off!) however I do believe that so long as each physical office has a senior enough person in the office who is trained to be physically present for exits it should be fine.