A conversation with the Head of HR Advisory at ORS SERVICE AG about employment law in day-to-day HR, faster decision-making, and the more targeted use of external legal counsel.
ORS SERVICE AG employs around 2,000 people across Switzerland. This means its HR team deals with a wide range of employment law questions every day — from terminations and protected periods to absences, conflict situations, HR policies, and organizational changes.
We spoke with the Head of HR Advisory at ORS SERVICE AG about how the team uses Jurilo in its daily work and what has changed as a result.
1. Before we start, could you briefly tell us about your role at ORS and your background in HR?
I am Head of HR Advisory at ORS SERVICE AG and, together with my team, I am responsible for providing employment law and HR advice to our managers throughout Switzerland. ORS employs around 2,000 people.
We support managers with complex employee cases, terminations, releases from duties, absences, conflict situations, and organizational changes.
I have worked in HR for many years, with a particular focus on employment law, HR advisory, and supporting managers in personnel-related decisions.
2. Before Jurilo, what were the biggest legal bottlenecks or challenges in your day-to-day HR work?
The biggest challenge was often speed. Many questions were not complex enough to justify external legal counsel, but at the same time they were too sensitive to simply make a decision based on instinct.
We often had to consult legislation, legal commentaries, internal documents, and various other sources. This was time-consuming and sometimes delayed decisions.
3. What types of HR and legal questions do you now handle internally with Jurilo?
Primarily employment law questions arising from our day-to-day work. Examples include terminations, protected periods, medical certificates, releases from duties, formal warnings, termination agreements, and employment references.
We also use Jurilo to review and develop HR documents such as policies, guidelines, processes, and contract templates. It helps us identify potential risks early, review wording, and compare different approaches.
As a result, we can prepare many issues internally on a well-founded basis and need to involve external lawyers significantly less often. Today, we use external legal counsel more selectively for particularly complex, strategic, or contentious cases.
4. How has Jurilo changed the speed of decision-making in HR?
The speed has increased significantly. Today, we can assess many questions within minutes and verify them against the relevant legal foundations.
This enables us to provide managers with feedback more quickly and handle cases more efficiently. At the same time, we gain more time for complex matters that still require a more in-depth review.
“Today, we can assess many employment law questions within minutes and verify them against the relevant legal foundations.”
5. Did you initially have concerns about reliability or legal certainty — and what convinced you?
As with any AI solution, we were cautious at first. Particularly with employment law matters, the quality of the answers has to be right.
What convinced me was that the answers are transparent, practical, and well structured.
Of course, Jurilo does not replace our own professional judgment or a specialized lawyer in complex cases. But as a tool supporting our day-to-day HR work, it provides significant value.
6. What would you say to other HR leaders who still use external lawyers for most operational legal questions?
External lawyers remain important to us, particularly for complex, strategic, or contentious cases. However, today we use them much more selectively than we did in the past.
We can now assess and prepare many operational employment law questions internally on a well-founded basis. This allows us to provide our managers with answers more quickly while also significantly reducing external legal costs.
Previously, even smaller or recurring questions were sometimes passed on to external lawyers. Today, we can handle many of these matters ourselves without compromising on quality or legal certainty.
For me, the value therefore goes beyond saving time. It also means a noticeable reduction in costs and greater independence for the HR function.
“The value goes beyond saving time. It also means a noticeable reduction in costs and greater independence for the HR function.”
7. How do you think AI will change HR and legal work over the next 2–3 years?
I believe AI will become a standard tool in HR — much like search engines or Office applications are today.
It will not replace HR professionals, but it will dramatically accelerate repetitive research, initial legal assessments, document drafting, and access to knowledge.
This will leave HR teams with more time for what matters most: advising people, supporting leaders, and engaging directly with employees.
From Legal Research to an Everyday HR Tool
The experience at ORS illustrates where Legal AI can deliver particularly strong practical value in HR: not as a replacement for HR expertise or specialized legal counsel, but as a tool for the many legal questions that arise every day — questions that fall somewhere between a simple online search and calling an external lawyer.
Faster answers. Better-informed decisions. Fewer external legal consultations. And more time for the work that really matters in HR.