Develop strategic and operational workforce programs, within the human resource function, to ensure compliance with government agencies, such as Federal & State Affirmative Action (AA), Equal Employment Opportunity (EEO) and Office of Federal Contract Compliance Programs (OFCCP). Oversee and ensure compliance programs such as but not limited to Affirmation Action Plan, EEO1 Reporting, I-9 compliance, census report, and government contract reporting are maintained in accordance with government laws and regulations and internal company policies and procedures. Create communication plans and materials to delivery effective training and education to all managers and team members.
Key Job Activities:
Directs and manages all compliance related reporting including but not limited to: AAP, EEO-1, I-9 and VETS 4212 reporting with appropriate external vendor, human resource business partners and management team. Act as the liaison to the government agencies and/or third party service providers.
Identifies areas for process improvement and potential liability, communicating those issues to human resource business partners and functional managers. Establishes compliance standards, anticipates emerging compliance trends, and works to improve and tighten internal compliance controls.
Develop, lead and manage audit process and control structure including scope, cadence, and responsible parties, and recommend and monitor corrective actions.
Develop and create all compliance training materials with collaboration with internal legal team and monitor effectiveness of programs through reporting metric. Partners with human resources business partners and/or managers to facilitate and ensure effective content and delivery of training materials. Recommends revisions to training programs and materials, and incorporates new training techniques to maximize efficiency and effectiveness of training processes.
Develop, create, and deliver a comprehensive communications and awareness program that includes roll-outs of new and revised HR compliance policies and procedures that supports and enhances Stericycle’s culture of compliance. The role must effectively communicate standards of conduct, legal principles and behavioral expectations on complex compliance-related issues.
Act as an advisor to human resource team concerning matters of compliance to include but not limited to: employee complaint processes, investigative procedures, administrative (EEOC, AAP, DOL), etc.
Lead, manage, coach, and develop an effective and efficient staff, including coaching and providing feedback on performance.