HR Compliance & Policy Lead

Hinterland Group; Florida; On-site; USD 65,000 - 90,000; Full time

Job summary

Hinterland Group is hiring a Human Resources Compliance Specialist to ensure adherence to federal, state, and local employment laws across the organization. The role focuses on managing regulatory risk and maintaining compliant employee handbooks and records.

You will lead policy updates, conduct internal audits (I-9, worker classifications, record retention), and monitor changes in EEOC, FLSA, FMLA, ADA, and OSHA. Collaboration with Legal, Finance and HR teams is essential.

Qualifications

• Bachelor’s degree in HR, business, or related field.
• 3–5+ years of HR or compliance experience.
• Strong knowledge of employment laws and data analysis.
• Experience with HRIS or compliance tracking systems.
• Preferred SHRM-CP, SHRM-SCP, PHR, or SPHR certifications.

Responsibilities

• Policy management: Draft, review, and update employee handbooks, SOPs, and policies reflecting current labor legislation.
• Regulatory audits: Lead internal audits on I-9 documentation, worker classifications, record retention, and payroll practices.
• Compliance tracking: Monitor changes in federal, state, and local regulations and coordinate implementation.
• Training & Reporting: Partner with L&D to build staff training, file regulatory reports, and manage remediation plans.
• Investigations & Support: Assist with internal investigations and liaise with legal counsel or external auditors.

Skills

Legal knowledge of employment laws

Data analysis

Attention to detail

Regulatory compliance

Education

Bachelor’s degree in Human Resources or related field

Tools

HRIS

Compliance tracking systems

Job description

Hinterland Group is hiring a Human Resources Compliance Specialist to ensure adherence to federal, state, and local employment laws across the organization. The role focuses on managing regulatory risk and maintaining compliant employee handbooks and records.

You will lead policy updates, conduct internal audits (I-9, worker classifications, record retention), and monitor changes in EEOC, FLSA, FMLA, ADA, and OSHA. Collaboration with Legal, Finance and HR teams is essential.