The PCAOB oversees the audits of public companies and SEC-registered brokers and dealers in order to protect investors and further the public interest in the preparation of informative, accurate, and independent audit reports.
Job Description Summary
The Manager, Employee Relations and Compliance position is located in the Washington, DC headquarters office, resides in the Office of Human Resources (OHR) and reports to the Deputy Director. The Manager, Employee Relations and Compliance will assist in delivering core HR functions which include employee relations, internal investigations, performance management, review of disciplinary actions, EEO/AAP compliance, legal research, retention, termination out-processing, policy and procedure development and interpretation, records management, and ensure that compliance procedures are followed. This role will also ensure that OHR operations are in compliance with all local, state and federal labor laws, as well as the laws that govern business practices. This person will partner with our division/office leaders and Office of General Counsel to help management achieve their business goals. The Manager, Employee Relations and Compliance must demonstrate initiative and be strategic, while also managing the core HR issues that arise in a rapidly changing environment.
- Work with the Human Resources team, HR Business Partners (HRBPs), Division Leaders and PCAOB management to proactively and successfully resolve employee relations issues for the organization.
- Partner with HR Functional Leader, HRBPs, the Office of General Counsel and OHR to monitor enforcement of compliance-related standards and regulation issues periodically to identify hidden risks or non-conformity issues.
- Partner with the Office of General Counsel to maintain and annually update the PCAOB's manual of employee policies and procedures.
- Participate in ER, Policy, Compliance and Metrics driven projects.
- Manage internal employee relations investigations as needed.
- Work closely with and serve as a key member of the Ethics team driving solutions on ethics matters arising in the divisions with the intent of mitigating organizational risks.
- Advise Office of Administration (OA) and division/office leadership on legal compliance, fair, and consistent treatment of staff; provide interpretation of policies.
- Responsible for employee coaching, performance counseling, and assistance of the performance review process.
- Work closely with the Office of General Counsel and outside counsel providing guidance and documents as requested.
- Responsible for building and/or updating infrastructure, processes and ER related tools.
- Responsible for training and coaching HRBPs via ER processes and hand-off points.
- Works closely with L&D to assists in the development and delivery of training modules related to manager counseling, coaching and employee recognition, employee relations policies and employment laws and compliance training to ensure that all employees are well versed organizationally.
- Work closely with division leaders on the disposition of those identified as performing below standards.
- Participate in new manager orientation/training sessions as ER subject matter expert.
- Responsible for facilitating the separation process, including exit interviews and out processing.
- Responsible for the maintenance of sensitive employee information.
- Maintaining case tracker and management of Case management tool within HRMS.
- Compile, report, and analyze human resources data and compliance standard reports for internal stakeholders and regulatory agencies as required.
- Conduct regular internal reviews or audits to ensure that compliance procedures are followed.
- Assess compliance and operational risks and develop risk management strategies.
- Track relevant laws and regulatory developments as well as evolving best practices in compliance control; direct staff to update operating manuals and procedural documents when regulations change.
- Assist in the development and implementation of the annual Employee Engagement survey and climate/pulse surveys, as needed and work with HR Stakeholders to assist in effectively communicating results.
- Performs the full range of supervisory duties, including evaluating employee performance; makes recommendations for appointment and promotion; hears and resolves complaints; identifies development and training needs of employees; other related supervisory tasks.
- Recruits, maintains, and develops staff consistent with business needs.
- Travel to regional offices as needed.
- Other duties as assigned.
- Education/Technical ExpertiseBachelor's degree from an accredited university, in Human Resources Management preferred; SPHR or PHR is desired.
- Minimum of +7 years of progressive human resources experience.
- Strong working knowledge of federal and state employment laws.
- Experience conducting internal investigations and formal inquiries.
- Must be able to handle employee-sensitive and business information with utmost confidentiality.
- Demonstrated analytical and problem solving skills, impeccable business judgment.
- Demonstrated communication and presentation skills, and the ability to clarify and summarize issues and solutions to senior staff.
- Strong client relationship skills, the ability to partner and work strategically with leadership, business partners and stakeholders to drive overall solutions, while managing issues and risks.
- Superior attention to detail; takes initiative and is a self-starter.
- Ability to build relationships and rapport with local and regional employees of all levels.
- Thorough understanding of dispute resolution.
- Leadership/Management Skills and AbilitiesEnsures that own behavior and the behavior of others is consistent with the highest ethical standards and aligns with the values of the organization.
- Ability to promote collaboration by unifying teams, setting common goals and incentivizing collaborative behavior.
- Demonstrated success in establishing and maintaining positive working relationships with others, both internally and externally, to achieve the goals of the organization.
- Strong ability to build credibility, organizes effectively, solve problems quickly and communicate clearly.
- Possesses the balance and emotional intelligence required to meet the diverse needs of the divisions/offices.
- Proven ability to navigate and resolve various types of conflict in a timely and productive manner.
- Transformational/Continuous Improvement CapabilitiesProven transformation skills that include the ability to consistently execute at a high level, drive positive change and desire to evaluate and realign current programs and teams where needed across the organization and build new programs and teams where gaps are identified.
- Demonstrated agility and ability to navigate complex environments.
- Ability to foster an environment of creativity and innovation, focusing on the empowerment and support of staff through tools and continuous process improvement.
- Leads large scale enterprise projects and initiatives designed to address critical business challenges and achieve organizational goals and objectives.
- Supports individuals and teams in process excellence, project management, problem solving, and value creation to drive toward required outcomes. Surfaces capacity, pacing, resourcing and any other issues requiring leadership attention. Ensures organizational alignment, effective stakeholder engagement and communication.
- Demonstrated ability to think broadly and strategically, including the ability to translate long-term goals and objectives into short-term tactical plans and operational activities.
- Effectively assesses progress by identifying and articulating clear, consistent key performance indicators.
As we seek to accomplish our mission and implement our vision, we expect integrity, pursue excellence, operate with effectiveness, embrace collaboration, and demand accountability.