I.
JOB DESCRIPTION
Department: Human Resources
Location: Durham
Reports to: CHRO
II.
STATEMENT OF PURPOSE
The Compliance Manager is directly responsible for the overall compliance of the Human Resources function.
Conducts compliance reporting and develops and administers various human resources training in collaboration with the HR management team.
III.
RESPONSIBILITY FOR WORK OF OTHERS
No direct reports
IV.
BUSINESS COMMUNICATION
Excellent communication skills required and must be computer literate.
Ability to effectively communicate with all levels of employees and external business associates, comfortable creating and delivering presentations.
V.
SUPERVISION REQUIRED
Regular supervision with established goals and direction.
VI.
EDUCATION REQUIRED
Bachelor’s Degree or 5 years of equivalent experience.
HR Certification required – PHR minimum.
VII.
TRAINING AND SPECIALIZED KNOWLEDGE REQUIRED
Training in Affirmative Action (creating AAPs), EEOC Guidelines, FLSA, USERRA, ACA, FMLA.
Compliance/auditing directed under the National Industries for the Blind umbrella which includes requirements of the JWOD Act and regulations.
Due to the uniqueness of the AbilityOne program, knowledge of the Ability One program is desired.
Experience working with a diverse population is beneficial.
Previous experience with an agency for the blind or disabled is helpful.
Excellent computer skills in a Microsoft Windows environment.
Must include Excel and demonstrated skills in database management and record keeping.
Interpersonal and coaching skills and practice a high level of confidentiality.
VIII.
EXPERIENCE REQUIRED
Five years in a progressive role.
Proven experience managing and executing on all “day to day” activities and work independently with a high level of completing assignments on-time and with accuracy.
IX.
TRAVEL REQUIRED
Occasional.
X.
SPECIFIC DUTIES AND RESPONSIBILITIES
Assure that company employment, human resources and equal opportunity policies and procedures are in compliance with federal and state labor laws, including maintenance of the necessary files and posters.
(AAP, EEOC, OFCCP, NIB).
Assists with keeping company employee handbooks up-to-date and revised when necessary.
Responsible for creating and maintaining Affirmative Action Plans
Submits annual mandatory reports.
EEO-1; VETS 4212; NIB REPSCERT
Evaluate, identify and develop training needs list for the company.
Ensures compliance with all federal, state and local employment laws.
Responsible for maintaining monthly reports and KPI’s for the department.
Responsible for distributing, monitoring and ensuring that all IEEs/eye medicals are current.
Responsible for the QDR (Quarterly Data Reporting)
Responsible for ensuring compliance with benefits reporting and disclosure regulations
Establishes and maintains department records, reports and annual calendars.
.
Other duties as assigned.
XI.
PHYSICAL DEMANDS
While performing the duties of this job, the employee is in a moderate office environment.
The employee is regularly required to sit; stand; walk and use hands.
XII.
WORK ENVIRONMENT
The noise level in the work environment is usually moderate.
When in the Manufacturing area, hearing protection may be required depending on the department.
The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
41 CFR 60-1.
35(c)
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