Manager, HR Compliance & Governance

Osaic; Atlanta (GA); Hybrid; USD 145,000 - 150,000; Full time

Benefits offered by this job

Health, Vision and Dental insurance

401k

Paid time off

Volunteer days

Job summary

Osaic is seeking a Manager, HR Compliance & Governance to build and maintain HR compliance and governance across the organization, including policies, controls, monitoring and reporting. You will identify risks, establish preventive and detective controls, coordinate remediation with HR leadership, Legal, Risk, Compliance, Internal Audit, Payroll and business leaders.

The role requires 7+ years in HR compliance, governance and employment-law knowledge with multi-state experience.

Qualifications

• Minimum of 7+ years of Human Resources Compliance and Governance.
• Significant progressive experience in HR compliance, governance, employee relations, operations, employment-law compliance, audit/risk or a related field.
• Knowledge of FLSA, FMLA, ADA, EEO and related state/local requirements; multi-state U.S. workforce experience strongly preferred.
• Experience building controls, conducting audits and risk assessments, and managing remediation.
• Highly regulated industry experience preferred, such as financial services, banking, insurance or wealth management.
• Strong analysis and judgment; ability to operationalize requirements, escalate risks and manage competing priorities in a fast-moving, evolving environment.
• Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and Workday.

Responsibilities

• Maintain HR governance framework, defining controls, owners, monitoring, escalation and accountability across HR, managers and control functions.
• Maintain a risk and control inventory; assess emerging and unresolved risks regularly.
• Track exceptions, root causes, remediation owners and corrective actions through closure; escalate gaps to HR leadership.
• Govern HR policy development, approval, implementation, communication and review; maintain policy owners, inventory and review calendar.
• Translate policies into processes and controls; coordinate employee acknowledgments, communications and documentation.
• Partner on the Employee Handbook, Code of Conduct and policies covering recruiting, workplace expectations, time away, compensation and termination.
• Monitor federal, state and local employment-law changes; implement and verify updates to policies, practices, systems and communications.
• Maintain multi-state compliance processes, controls and manager guidance for wage and hour, sick leave, leaves of absence, accommodations, hiring, notices and final pay.
• Engage Legal for interpretation and counsel while retaining HR ownership of implementation.
• Develop an HR leadership dashboard tracking material risks and corrective actions, potentially including:
• Late terminations, required notices and recruiting/hiring exceptions.
• Wage/hour, classification, timekeeping and paid-leave exceptions.
• Policy acknowledgments and workplace/in-office compliance, where appropriate.
• Overdue remediation, audit findings and recurring control failures.
• Set thresholds and escalation protocols that trigger intervention.
• Partner with Learning & Development and HR leadership on targeted training, job aids, checklists and decision tools for recurring issues and higher-risk actions.
• Identify process and capability gaps, recommend preventive solutions and reinforce manager accountability.
• Serve as HR’s central governance partner across:
• HR Business Partners, Employee Relations, Talent Acquisition, Compensation, Benefits and HR Operations/Shared Services.
• Payroll, Legal, Enterprise Risk/Compliance, Internal Audit and Information Security/Technology, where applicable.
• Clarify cross-functional ownership to ensure issues are resolved.

Skills

HR compliance

Governance

Risk management

Policy governance

Employment law

HR analytics

Cross-functional partnership

Education

Bachelor’s degree in human resources

Business degree or related field

Tools

Workday

Microsoft Office Suite

Job description

Human Resources Opportunity in Financial Services

Manager, HR Compliance & Governance

Location(s):

Atlanta: 2300 Windy Ridge Pkwy SE, Suite750, Atlanta, GA 30339

La Vista:12325 Port Grace Blvd, La Vista, NE 68128

Oakdale: 7755 3rd St. N, Oakdale, MN 55128

Scottsdale: 18700 N Hayden Rd, Suite 255, Scottsdale, AZ 85255

St. Petersburg: 877 Executive Center Dr. W, Suite 300, St. Petersburg, FL 33702

Osaic has returned to the office on a hybrid schedule requiring a minimum of 4 days weekly in the office. Applicants located at our hubs must be willing to work this schedule.

Osaic is not considering remote candidates at this time.

Role Type: Full time

Salary: $145,000 - $150,000 per year + annual performance-based bonus

Actual compensation offered will be determined individually, based on a number of job-related factors, including location, skills, licensure, experience, and education.

Our competitive compensation is just one component of Osaic’s total compensation package. Additional benefits include health, vision, dental insurance, 401k, paid time away, volunteer days and much more. To view more details of what you can look forward to, visit our careers page: Osaic Benefits.

Summary:

We are seeking a Manager, HR Compliance & Governance to build and maintain Osaic’s HR compliance and governance framework, including policies, controls, monitoring, reporting and accountability to reduce employment risk and promote consistent HR practices. The Manager, HR Compliance & Governance will identify risks, establish preventive and detective controls, assess compliance and coordinate remediation with HR leadership, Legal, Risk, Compliance, Internal Audit, Payroll, HR Operations and business leaders.

Responsibilities:

HR Governance & Risk Management

• Maintain the HR governance framework, defining controls, owners, monitoring, escalation and accountability across HR, managers and control functions.
• Maintain a risk and control inventory; assess emerging and unresolved risks regularly.
• Track exceptions, root causes, remediation owners and corrective actions through closure; escape significant gaps to HR leadership.

Policy Governance & Administration

• Govern HR policy development, approval, implementation, communication and review; maintain policy owners, inventory and review calendar.
• Translate policies into processes and controls; coordinate employee acknowledgments, communications and documentation.
• Partner on the Employee Handbook, Code of Conduct and policies covering recruiting, workplace expectations, time away, compensation and termination.

Employment Law & Regulatory Compliance

• Monitor federal, state and local employment-law changes; implement and verify updates to policies, practices, systems and communications.
• Maintain multi-state compliance processes, controls and manager guidance for wage and hour, sick leave, leaves of absence, accommodations, hiring, notices and final pay.
• Engage Legal for interpretation and counsel while retaining HR ownership of implementation.

Reporting, Monitoring & HR Risk Analytics

• Develop an HR leadership dashboard tracking material risks and corrective actions, potentially including:
• Late terminations, required notices and recruiting/hiring exceptions.
• Wage/hour, classification, timekeeping and paid-leave exceptions.
• Policy acknowledgments and workplace/in-office compliance, where appropriate.
• Overdue remediation, audit findings and recurring control failures.
• Set thresholds and escalation protocols that trigger intervention.

Manager & HR Capability

• Partner with Learning & Development and HR leadership on targeted training, job aids, checklists and decision tools for recurring issues and higher-risk actions.
• Identify process and capability gaps, recommend preventive solutions and reinforce manager accountability for timely, accurate execution.

Cross-Functional Partnership

• Serve as HR’s central governance partner across:
• HR Business Partners, Employee Relations, Talent Acquisition, Compensation, Benefits and HR Operations/Shared Services.
• Payroll, Legal, Enterprise Risk/Compliance, Internal Audit and Information Security/Technology, where applicable.
• Clarify cross-functional ownership to ensure issues are resolved.

Education Requirements:

Bachelor’s degree in human resources, Business, Employment Relations or related field.

Basic Requirements:

• Minimum of 7+ years of Human Resources Compliance and Governance
• Bachelor’s degree in human resources, Business, Employment Relations or related field.
• Significant progressive experience in HR compliance, governance, employee relations, operations, employment-law compliance, audit/risk or a related field.
• Knowledge of FLSA, FMLA, ADA, EEO and related state/local requirements; multi-state U.S. workforce experience strongly preferred.
• Experience building controls, conducting audits and risk assessments, and managing remediation.
• Highly regulated industry experience preferred, such as financial services, banking, insurance or wealth management.
• Strong analysis and judgment; ability to operationalize requirements, escalate risks and manage competing priorities in a fast-moving, evolving environment.
• Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and Workday.

Equal Opportunity Employer

Osaic is an equal opportunity employer. We celebrate diversity in our workplace and we hire the most qualified candidates without regard for age, ethnicity, gender, gender identity or expression, language differences, nationality or national origin, family or marital status, physical, mental, and developmental abilities (or the perception of a disability), genetic information, race, religion or belief, sexual orientation, skin color, social or economic class, education, work and behavioral styles, political affiliation, military service, caste, or any other characteristic protected by law.

Eligibility

Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by Osaic.

Unqualified Applications

Osaic does not consider applications from candidates who do not meet the minimum qualifications stated in the job posting.

Recruiting Agencies

Osaic only accepts candidates from contracted recruiting firms and only for searches approved prior to submissions. Fees will not be paid for unsolicited submissions.