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The HR Compliance Manager is responsible for oversight and coordination of Affirmative Action Plan management, EEO-1 and VETS 4212 filings. The HR Compliance Manager is also responsible for the HR Compliance Risk Management Program, including risk assessment, control testing, monitoring and reporting of HR-related Regulations, as well as conducting and coordinating the regulatory monitoring and change management process. The HR Compliance Manager also contributes to other areas of the HR Risk & Compliance function as appropriate, particularly where a compliance-related view is needed.
Regulatory Reporting (40%): Oversee the completion of the bank's annual Affirmative Action Plans, EEO-1 reports and VETS-4212 reports by: (1) Partnering with a third-party provider to obtain and file the needed information. (2) Reviewing third-party produced documents for accuracy and completeness. (3) Summarizing the plan results for communication to the Recruiting team, the Inclusion and Diversity team and to HR and business management. (4) Implementing processes to monitor personnel practices and progress toward goals for females and minorities and the benchmarks established for veterans and individuals with disabilities. For our Affirmative Action obligations, work with other areas of HR to ensure compliance with our EEO policy and with corresponding recordkeeping requirements. Serving as the subject matter expert in this area by remaining informed about OFCCP and EEOC initiatives.
Compliance (45%): Manage the overall HR Compliance Program which includes the following: (1) Perform compliance risk assessments including determination of risk ratings for relevant regulations. (2) Identify and perform testing of controls to ensure HR functions are meeting regulatory obligations. (3) Monitor a variety of sources to identify regulatory changes to new and existing laws and regulations which may impact Human Resources. (4) Track new laws and regulations and changes to existing laws and regulations which impact Human Resources, and monitor the related activities of the HR functions. (5) Regularly communicate to HR management program updates including any gaps and status of implementation efforts in compliance.
HR Risk and Compliance other duties (15%) Other duties include: (1) Identify and monitor key compliance metrics in HR particularly related to compliance-specific risk. (2) Work with the HR Business Unit Risk Manager (BURM) team on Risk and Control Self-Assessments (RCSA) and control testing where compliance risks are identified in HR business processes. (3) Respond to Request for Proposals (RFPs) on behalf of Human Resources for Bank business contract bids. Respond to Third Party Questionnaires for Bank clients.
- Requires a BA or BS degree with experience in compliance, internal or external audit, or other risk management functions, preferably within a financial institution
- Should have experience in and/or an understanding of Human Resources functions, and possess strong knowledge of the compliance requirements and inherent risks across HR (this includes EEOC and OFCCP requirements and Affirmative Action Plans).
- Demonstrated skills in risk and control assessment and analysis.
- Strong analytical skills, excellent communication skills, and good judgment.
- The ability to influence at all levels, with a bias to action and driving for results.
- Excellent organizational skills.
The above statements are intended to describe the general nature and level of the work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
We are proud to be an Equal Opportunity / Affirmative Action Employer and committed to leveraging the diverse backgrounds, perspectives, and experience of our workforce to create opportunities for our colleagues and our business. We do not discriminate in employment decisions on the basis of any protected category.
A conviction is not an absolute bar to employment. Factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered in all employment decisions. Additionally, it's the bank's policy to only inquire into a candidate's criminal history after an offer has been made. Federal law prohibits banks from employing individuals who have been convicted of, or received a pretrial diversion for, certain offenses.