Make Your Mark:
As the Head of Employee Relations and HR Compliance at BlackLine, you will play a crucial role in fostering a positive and compliant work environment. This leadership position requires a deep understanding of employee relations, employment law, and HR compliance. You will be responsible for developing and implementing strategies to enhance employee relations, ensure HR compliance, and mitigate risks across the organization.

You'll Get To:

Employee Relations:

• Lead and conduct thorough investigations into employee complaints, conflicts, and allegations of policy violations.
• Collaborate with legal counsel when necessary and ensure appropriate documentation and resolution of investigations.
• Track and analyze employee relations trends with the lens to develop, implement, and oversee programs and initiatives that promote a positive workplace culture.
• Provide guidance and support to HRBPs, managers, and employees on employee relations matters, conflict resolution, and performance management. HR Compliance:
• Stay current on international and US federal, state, and local employment laws and regulations to ensure the organization's compliance.
• Develop and maintain HR policies and procedures, ensuring alignment with applicable laws and industry best practices.
• Conduct regular audits to assess HR compliance and implement corrective actions as needed.
• Lead HR-related FedRAMP audit controls and compliance initiatives, partnering cross-functionally to develop and maintain robust processes for onboarding, offboarding, and other personnel-related audit controls. Training and Development:
• Develop and deliver training programs for managers and employees on HR policies, compliance, and best practices.
• Provide ongoing education to ensure a strong understanding of employment laws and regulations. Risk Mitigation:
• Identify and assess potential HR-related risks, developing and implementing strategies to mitigate these risks.
• Collaborate with cross-functional teams to address risk factors related to employee relations and compliance. Collaboration:
• Collaborate with other HR leaders and departments to ensure a coordinated and integrated approach to HR functions.
• Work closely with legal counsel and external consultants as needed.

What You'll Bring:

Years of Experience in Related Field: 8+ Education: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's or JD degree preferred. Technical/Specialized Knowledge, Skills, and Abilities:

• 8+ years of progressive experience in HR, with a focus on employee relations and compliance.
• Deep understanding of international and US federal, state, and local employment laws and regulations.
• Experience working within a FedRAMP compliant environment, including familiarity with the specific HR compliance, background check, and auditing requirements it entails.
• Proven experience conducting thorough and objective investigations.
• Strong interpersonal and communication skills, with the ability to influence and build relationships at all levels.
• Exceptional problem-solving and decision-making abilities.
• Demonstrated leadership experience in a complex organizational environment.

BlackLine recognizes that the ways we work and the workplace itself has shifted. We innovate in a workplace that optimizes a combination of virtual and in-person interactions to maximize collaboration and nurture our culture. Candidates who live within a reasonable commute to one of our offices will work in the office at least 3 days a week.

Salary Range:
$239,000.00-$299,000.00

Pay Transparency Statement:

Placement within this range depends upon several factors, including the applicant's prior relevant job experience, skill set, and geographic location.

In addition to base pay, BlackLine also offers short-term and long-term incentive programs, based on eligibility, along with a robust offering of benefit and wellness plans.

We are committed to pay transparency and ensuring candidates have clear information about compensation expectations. For roles that include variable incentive components such as an Incentive Compensation Plan (ICP) or On-Target Earnings (OTE), the compensation structure may follow a split model - for example, a 50/50, 70/30, or 60/40 ratio between base salary and variable incentive.