Human Resources Compliance Manager
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As a member of the Talent Management Department, the Human Resources Compliance Manager works collaboratively with the Talent Management Leadership team to lead Firm-wide compliance with all existing federal, state, and local rules and regulations in the areas of wage & hour, paid family/sick leave, hiring processes, employment practices, and record retention. This role involves conducting audits, providing training, and full-cycle deployment of compliance updates.
ESSENTIAL FUNCTIONS:
- Work closely with Talent Management Leadership to manage emerging risks, complex employment requirements, and workplace policies.
- Serve as a subject matter expert on HR compliance matters, providing guidance and support to HR team members and management on complex compliance issues.
- Responsible for proactively researching new regulations and laws to meet compliance. Evaluate how new regulations impact the Firm, make recommendations on how to comply.
- Stay abreast on reporting requirements related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
- Responsible for working with applicable teams to implement new policies and/or procedures to meet the compliance regulations.
- Develop internal controls and policies designed to ensure that all compliance needs are met.
- Conduct regular audits of HR practices, records, and processes to identify potential compliance issues and recommend corrective actions.
- Provide program status reporting, analysis and specific recommendations on overall progress regarding matters of employment compliance.
- Develop, review, and update policies and procedures to reflect changes in laws and regulations and ensure organizational consistency and legal compliance.
- Provide communication and training regarding legal requirements, best practices and changes to employment related policies, processes, and procedures.
- Maintain accurate and up-to-date records of compliance activities, including training attendance, audit results, and investigation outcomes.
- Collaborate and create strong interpersonal relationships between administrative departments and teams.
- Provides support to the HR Manager on employee matters.
- Keep abreast of regulatory developments within or outside of the Firm as well as evolving best practices in compliance control.
- Continuously seek ways to improve the organization's compliance programs.
ADDITIONAL FUNCTIONS:
- Special Projects, as assigned.
QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES):
Education:
- Bachelor's degree or equivalent in Human Resources, Business, or Organization Development.
Experience:
- Minimum of five years of progressive leadership experience in Human Resources and HR Compliance or a related field, with a strong understanding of employment laws and regulations.
Knowledge, Skills, & Abilities:
- Detail-oriented with strong organizational skills.
- Excellent communication and interpersonal skills.
- Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
- Knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
- Strong analytical and problem-solving skills. Ability to research and analyze various types of HR data and compile high quality reports, proposals, presentations, and other documents for senior management.
- Experience completing compliance gap assessments and implementing appropriate controls to close the gaps.
- Ability to think and act both strategically and tactically with respect to the needs of business clients and their objectives while ensuring compliance with law and industry best practices.
WORK ENVIRONMENT & PHYSICAL DEMANDS:
This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
PHYSICAL REQUIREMENTS
Sedentary work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time. Walking and standing is often necessary in carrying out job duties.
VISUAL ACUITY
Worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.
COMPENSATION & BENEFITS
The salary ranges for this position apply to the respective listed locations. The salary range reflects a variety of factors that are considered in making compensation decisions, including but not limited to experience, education, licensure and/or certifications, geographic location, market demands and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the range for a position. Reasonable estimates of the current ranges for this position are:
- State of California & New York City: $125,000 to $142,000
- States of Illinois & Minnesota: $115,000 to $130,000
For information on Fox Rothschild's compensation and benefits visit: Compensation & Benefits (foxrothschild.com)
DISCLAIMER
Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future.
This job description is not an exhaustive list of all functions that the employee may be required to perform and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will. Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation. If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.
Opportunity.OpportunityDetail.Qualifications
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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