Compliance Program Manager – HR Systems & Workforce Regulations

Summary: This role focuses on operational compliance and system control alignment within Human Resources.

Role Purpose
This role is responsible for establishing, documenting, and stabilizing HR compliance programs related to federally and state-regulated workforce requirements, and for strengthening audit controls within a recently implemented HCM platform. The Compliance Program Manager will design repeatable processes, control documentation, and verification mechanisms that ensure HR systems and core HR processes operate in alignment with:

• Federal and state employment compliance requirements
• Internal HR policies, plan documents, and programs
• Common core HR processes (hire, job changes, leave, time eligibility, employee data)

This role focuses on operational compliance and system control alignment, not legal interpretation and not payroll execution.

Expected Outcomes

• Documented, repeatable compliance programs with clear ownership
• Audit-ready evidence for regulated workforce requirements
• Clear visibility into system-enforced vs manual controls
• Reduced reliance on institutional knowledge
• Clean handoff to internal HR Compliance governance

Key Responsibilities

1. Employment Compliance Program Re-Design
   • Re-establish and make process improvement recommendations for Federal and state compliance workplace obligations (EEO-1 reporting, VETS-4212, Affirmative Action plan requirements, Federal and state labor law posters, I-9, etc.) for a complex, matrixed enterprise with multiple HCM systems
   • Develop a compliance requirements inventory (federal, state, and local)
   • Define ownership, evidence standards, review cadence, and escalation paths
   • Revise related process documentation (e.g., SOPs, desktop procedures, flow diagrams)
   • Create a compliance calendar with deadlines, triggers, and dependencies
2. HR System & Control Alignment (New HCM)
   • Map regulated requirements and internal policies to HCM system controls
   • Identify where system configurations are fully or partially automated and where excessive reliance on manual processes or workarounds
   • Document policysystemprocess alignment for core HR domains (total rewards, staffing, job data, employee classifications, policy adherence, etc.)
   • Establish audit-ready documentation for system-based controls
3. Audit & Verification Framework
   • Design lightweight system control validation approaches (sampling, evidence review)
   • Define configuration attestation expectations for system owners
   • Identify and document control gaps and risk exposures
   • Support internal audit readiness (without performing audit activities)
4. Governance & Integration
   • Integrate compliance programs into a committee-style operating model
   • Establish a sustainable handoff model to internal HR Compliance ownership including a review schedule and RACI

Explicitly Out of Product

• Legal interpretation of employment law
• Policy drafting or legal language development
• Payroll processing or payroll system controls
• Employee relations case management
• Training delivery or change management execution

Qualifications

• 5+ years in HR compliance, workforce compliance, or employment-related governance
• Hands-on experience with:
  • Employer filings (EEO-1, VETS 4212, CA Pay Filing)
  • Federal employer requirements
  • Multi-state employment compliance operations
• Demonstrated experience building or re-establishing compliance programs, not just running tasks
• Experience working with HRIS/HCM systems in a compliance or controls capacity
• Experience in regulated environments (healthcare, insurance, financial services, or similar)

Required

• Strong understanding of:
  • Federal workforce compliance requirements
  • State employment law variability and tracking
  • HR data dependencies for regulatory filings
• Ability to translate regulatory requirements into process and system controls
• Comfortable documenting gaps, risks, and manual dependencies
• Strong documentation and process design skills
• Able to work cross-functionally with HR, Legal, IT, Internal Audit, and Compliance

Preferred

• Oracle HCM, Peoplesoft or similar enterprise HCM experience
• Prior partnership with Internal Audit or Compliance functions
• Experience supporting system implementations or post-go-live stabilization