Compliance Manager jobs in Norfolk, NE

Designs and implements programs, policies and practices to ensure compliance with federal, state and local regulatory requirements. Tracks laws and regulations that might affect the organization’s policies. Establishes and implements the corporate Affirmative Action andEqual Employment Opportunity Programs. Creates and submits requisite  reports and training as needed. Manages the daily activities of the HR Service Center, responding to employee and other HR team member inquiries. Ensures company policies and programs are up to date. Ensures employment documents are accurately completed  and the retention of documents follow regulatory requirements. Supports external social compliance audits in conjunction with requisite internal groups.

1. Manage and monitor all compliance activities for the Enterprise, including but not limited to, Affirmative Action Plans and Programs, EEO-1 and Vets 100 filings, and federal, state and local labor law postings, oversees discrimination claim data collection and investigation, in conjunction with Legal, and Ethics Hotline complaints, in conjunction with HRBPs, and works with Legal and HRBPs on responses. Manage policies and handbooks across the Enterprise, such as HIPAA, ADA, Code of Conduct, Respect in the Workplace, etc. Ensure company documents, programs, policies and systems, such as OIT and HR toolkits, adhere to regulatory requirements and are consistently and timely updated. Work closely with legal counsel, TA and HRBPs on ADAAA cases for applicants and employees.  Assist business leaders, Legal and HR staff with data requests.
2. Manage and coordinate HR Service Center programs within the framework of the Company’s established policies and standards. Manage the daily activity of the HR Service Center staff while they respond to HR related questions. Respond to escalated issues and appeals. Act as a liaison with HRBPs and teams. Provide reports upon request.
3. Identify potential areas of compliance vulnerability and risk across the organization, make improvement recommendations, and develop/implement programs and procedures for resolution of problematic areas. Keep leadership informed of any changes in governmental requirements. Provide updates on a regular basis on the operation and progress of compliance efforts.
4. Conduct internal HR audits to assure compliance with federal, state and local legislation. Provide oversight to internal and/or external employment audits conducted by outside organizations and works closely with site HR on audit preparation. Monitor observations and/or findings and management response, ensuring follow-up as agreed to on a timely basis. Act as external organization contact to address audit-related matters.
5. Responsible for vendor management related to unemployment claims, verification of employment,  outplacement, I-9s and FMLA: develop supporting processes where needed.
6. Manage I-9 compliance and audits, and recruitment and retention immigration sponsorships.
7. Manage, develop, and improve compliance training.  Ensure dissemination of training and monitor compliance of training requirements.
8. Ensure accountability and strong performance. Influence and motivate team members through proactive management, coaching and feedback. Strengthen team through effective talent management and professional development. Work collaboratively with HR leadership, HRBPs, and internal and external partners to ensure a cross functional approach to performance, training and compliance. Identify and drive process improvements and automation where possible.

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