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I have two in my team who have done this; one of whom then transitioned back to a leadership role- if you’ve been an employment atty (particularly an employment atty in house) you know the basics of an HR business partner type role. You’ll need to learn org design concepts etc, but you can do that.
The biggest issue folk face is the comp- meaning it’s a pretty big step back in comp if you’re going into a mid level hr role- not so much at more senior levels (I had an exec comp atty move into a sr director role in comp and benefits on the HR side and an employment generalist move to a HR business partner leader type role then move back again) - it’s a pretty logical move and we have a few in our HR dept who are recovering attys who came straight from firms just wanting a different lifestyle and willing to take the pay cut. If you do it be super aware that you’re no longer an atty. your HR team will want to use you as their “legal” and you need to resist that (for a lot of reasons…)