Program Manager, HR Compliance

The Program Manager, HR Compliance - Employee Relations is a pivotal role focused on safeguarding Acosta Group’s integrity by ensuring adherence with relevant labor laws and regulations throughout the U.S. and Canada and supporting a workplace culture where employees are treated fairly and consistently. Through a proactive and holistic approach, this role will build and maintain a comprehensive view of the HR compliance and employee relations landscape related to investigations, grievances, corrective action, training and development, and separation processes.

Essential Functions:

• Employee Relations Matters: Develop and implement an integrated approach to mitigate employee relations risks by analyzing data, developing policies and processes, building awareness, delivering training, and measuring impacts. Direct, guide and support other investigators and HR partners with employee relations investigations, and review outcomes and findings of cases to ensure appropriate recommendations are proposed.
• Critical Investigations: Strengthen the employer-employee relationship in a fair and equitable manner by leading the identification and resolution of critical workplace issues, mitigating risk by ensuring compliance with laws, policies and processes, and resolving disputes between employees and management by delivering a fair investigation process.
• Program Management: Demonstrate strong program management skills to develop, implement, and oversee compliance programs related to employment practices. Develop and present business cases, ensure accurate documentation of compliance processes, identify service level agreements (SLAs), measure key performance indicators (KPIs), and lead continuous improvement activities.
• Change Management: Build management and HR community awareness of the employee relations and HR compliance environment and associated company exposure, while offering support with a comprehensive risk management approach. Facilitate change management efforts related to compliance programs, ensuring alignment with the audience, organizational objectives, and legal requirements.
• Performance Management: Oversee processes related to coaching and corrective action, ensuring fair and consistent application across the organization, and alignment with Acosta Group’s Ways of Working.
• Positive Employee Relations: Foster a culture of positive employee relations by proactively addressing potential issues, promoting a collaborative workplace through transparent and honest communications, and dealing with issues in the most appropriate way when they arise. Troubleshoot hot spots and analyze outcomes of investigations and grievances to determine root cause and assist HR and the business with addressing drivers and limiting risk.
• Separation: Oversee termination processes, including severance and exit procedures, and facilitate compliance with various laws and regulations, including WARN and OWBPA. Advisor for processes related to separation notices, unemployment, and employment and wage verifications.
• Compliance Training: Develop and deliver training programs for new hires, current employees, and managers focused on compliance policies and procedures.
• Measure & Audit: Monitor SLAs and KPIs to ensure timely and effective compliance processes. Report on key metrics to drive continuous improvements and foster an engaging employee experience. Conduct regular audits to ensure compliance with policy and legislation and identify opportunities to improve process discipline, and devise action plans for execution.
• Policy Development: Develop and revise HR policies that support compliance, align with Company standards, and support HR topics at the operational business level. Create content to support HR Business Partners and leaders with interpreting and managing within the guardrails of policies and the law.
• Personnel Files: In partnership with HR Services and technical teams, ensure the proper maintenance, access, and confidentiality of personnel files in compliance with legal requirements.
• Continuous Improvement: Develop and improve employment practices processes and programs to support a culture of compliance, continuous improvement, and scalability for future growth.
• Prepare and file compliance reports as required.
• Participate in projects and committees related to HR compliance processes to ensure consistency and compliance across business units.
• Maintain knowledge of changes to employment legislation and recommend changes to support compliance and business needs.
• Duties and responsibilities may change to support business needs, and this job description may be updated at the Company’s sole discretion.
• Employee must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.

Education:

• Bachelor's degree in Labor Law, Human Resources, Employee Relations, Business, or related field; JD a plus. In lieu of a degree, a comparable combination of education, job specific certification(s), and experience may be considered.

Required Work Experience:

• Ten (10) years of work-related human resources and employee relations experience with multistate experience required; international experience preferred
• Professional Human Resources certification (PHR) or applicable HR accreditation strongly preferred
• Experience supporting HR compliance with a large nonexempt population in retail, sales, or marketing environments a plus
• Proven track record of leading complex employee relations investigations and ensuring HR compliance in similar sized, rapidly growing organizations
• Demonstrated experience in managing HR projects and programs with a track record of effectively leading through influence, collaboration, and deep HR expertise
• Knowledge of applicable local, state/province, and federal/national laws and regulations related to employment
• Familiarity with key government agencies in HR compliance and employee relations domains, with the ability to educate internal teams on relevancy and make applicable recommendations (FMLA, ADAA, OFCCP, DOL, EEOC, etc.)
• Strong technical aptitude, including experience with HRIS and case management systems data and reporting required; experience with Oracle HCM and ServiceNow preferred
• Ability to communicate effectively with all levels of the organization, including facilitating training on employee relations and compliance topics

Knowledge, Skills, and Abilities:

• Keen understanding of HR policies and processes, and the ability to implement and monitor compliance programs effectively
• Detail oriented and analytical with the demonstrated ability to perform work with high degree of accuracy
• Strong conflict resolution and mediation skills
• High level of integrity, discretion, professionalism, and sound judgement
• Strong oral, written, and interpersonal communication skills with the ability to effectively communicate and influence individuals at all levels
• Solid understanding of confidentiality and privacy-related compliance
• Ability to work independently and as part of a team
• Ability to work under pressure and prioritize tasks and projects based on risk levels and business needs
• Ability to manage multiple projects and activities simultaneously, with a strong ability to work under pressure, prioritize, organize, and deliver results with minimal supervision
• Solid technical skills, including advanced knowledge of Microsoft Office Suite
• Available to work extended hours to complete projects and meet business demands, as needed

Personal Skills Requirements:

• Analysis/Comprehension
• Judgment/Decision Making
• Ability to Manage Others
• Ability to Work without a Supervisor
• Strong Communication Skills
• Time Management

Duties and responsibilities may change to support business needs, and this job description may be updated at Acosta Inc.’s sole discretion.

Employee must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.