The HR Compliance Manager oversees the organization's HR compliance, ensuring alignment with employment laws and company policies while minimizing legal risks. This role works with HR, business leaders, and external counsel to uphold ethics, improve controls, and address issues promptly. The position is part of the Legal Function.
Core Responsibilities- Policy Development and Implementation: Creating, updating, and enforcing company policies and procedures to ensure alignment with labor laws and internal standards.
- Regulatory Monitoring: Staying informed about federal, state, and local employment laws, including minimum wage, pay transparency, and leave-of-absence requirements.
- Develop compliance strategies by anticipating requirements and trends; developing action plans; measuring and analyzing results; initiating corrective actions; and minimizing business impact.
- Auditing and Reporting: Conducting audits of HR activities (e.g., I-9 forms, policy/process adherence, and leave documentation) and preparing compliance reports for management.
- Employee Training and Guidance: Developing and coordinating compliance-related training to educate HR, employees, and managers on compliance concerns, regulatory requirements, workplace values, and ethical practices.
- Investigations and Corrective Actions: Investigating ethical complaints and workplace/employee concerns and recommending corrective actions or policy updates.
- Leave Compliance: Managing leave-of-absence policies and processes, ensuring appropriate documentation and employee communications, and assessing return-to-work compliance with legal and EHS requirements.
- Avoid legal challenges by understanding current and proposed legislation; enforcing regulations; recommending new policies and procedures; and ensuring ongoing compliance with legal requirements.
- Background Checks and Hiring Compliance: Overseeing pre-employment screenings (e.g., criminal, employment, name, education, and credit where role-relevant) in accordance with the Fair Credit Reporting Act (FCRA).
- Enhance compliance by responding to new and evolving compliance requests and exploring opportunities to add value to compliance outcomes.
- Maintain current job knowledge by pursuing educational opportunities, reading professional publications, maintaining networks, and participating in professional organizations.
Qualifications and Skills- Education: Bachelor's degree in human resources, Business Administration, Law, or a related field; advanced degrees (MBA, JD) are beneficial.
- Preferred / Required Certifications:
- HR: PHR, SPHR, SHRM-CP or SHRM-SCP
- HR Compliance: HRLCC or CCEP
- FAA DER or FAA PM (required)
- Skills: Strong knowledge of labor laws; attention to detail; comfort with complexity; HR legal compliance expertise; people management; and the ability to train and advise teams on compliance matters.
- Experience: Prior HR compliance experience (10+ years) is required, particularly in immigration-related matters and background - Fair Credit Reporting Act (FCRA). Familiarity with regulatory agencies i.e. OFCCP and FAA Drug Abatement Division is crucial, auditing, and employee investigations are required. Proven track record of compliance policy development and deployment including training, implementation and compliance auditing.
This position may require work hours outside of the regularly scheduled hours to meet operational needs. This may include work during evenings, weekends, and/or holidays. Additional work hours are assigned based on business requirements. Non-exempt employees will be paid overtime in accordance with applicable federal, state, and local laws.
The salary range for this position reflects a broad spectrum of experience levels. Individual compensation within the range is determined by multiple factors, including relevant experience, education, certifications, job related skills, internal equity, and market conditions. We evaluate each candidate individually to ensure fair and competitive pay decisions.
Due to government regulation only US persons (U.S. citizen, U.S. naturalized citizen, U.S. permanent resident, holder of U.S. approved political asylee or refugee status) may be considered for this role.
