HR Risk Operations Compliance Manager

The HR Risk Operations & Compliance Manager serves as a key member of the National Employee Relations and Risk Operations team, partnering across People Experience, Legal, Compliance, Risk, Payroll, Finance, HRIS, and business leadership to strengthen HR risk management, regulatory compliance, and operational effectiveness. This role translates complex employment, workplace conduct, and operational requirements into practical programs, policies, controls, and guidance that support the firm’s people strategy while mitigating risk. Key Responsibilities Manage the HR regulatory program, tracking new labor and employment laws that may impact firm policies and driving development of processes and procedures related to legal and business changes. Design, build, and implement risk management monitoring programs and adjust risk controls to align with risk appetite. Lead the development and execution of new programs, identifying areas of potential vulnerability and recommending innovative solutions. Oversee the firmwide affirmative action program, including OFCCP audit response and vendor management. Serve as HR program manager for firmwide compliance programs, trainings, and employment policies. Understand and communicate cross‑functional impacts to new or refined operational processes. Partner with global HR teams to drive HR compliance risk controls and framework in line with firm risk appetite. Conduct large‑scale HR program management for new multinational firms. Ensure the firm’s HR risk monitoring framework is robust, effective, and responsive to regulatory changes and business needs. Develop and maintain standard operating procedures and research white papers related to risk operations and emerging HR trends. Lead firmwide compliance projects, including workforce analysis, Respect in the Workplace training, compliance questionnaire, and other high‑priority or confidential projects. Draft and deliver employee‑facing communications, FAQs, and intranet pages related to personnel policies and procedures. Develop and deliver training for the People Experience team on regulatory, risk mitigation, and performance management best practices. Lead adverse impact analysis for business optimization exercises and recommend remediation actions based on audit and monitoring findings. Develop technical tools for utilization across People & Culture. Project‑manage business optimization exercises, including project plans, daily stand‑ups, and risk analysis calls. Act as SME for policy escalations from People & Culture and cross‑functional teams. Collaborate with finance, payroll, and other ICs functions to drive synergies, ensure cohesion in firmwide policies, and lead risk management priorities. Serve as escalation point for client‑related onboarding and background investigation matters, as well as contract review. Provide day‑to‑day work instruction and direction for the global data analytics team member. Own the development and maintenance of employment policies and partner with Legal and Compliance to ensure global policy alignment. Drive policy harmonization across multinational firms and acquired entities. Lead development of internal training to address identified areas of potential vulnerability with creative solutions, fostering a culture of compliance and risk mitigation across the multinational firm. Program‑manage firmwide HR compliance training and support execution of the People & Culture strategic plan in relation to operational excellence. Define and implement HR compliance strategies, set monitoring controls, and drive synergies to address high‑risk areas. Identify emerging trends and risk, recommending improvement/action plans for universal HR compliance standards. Manage AI‑related risks in HR by following firm and regulatory governance, monitoring compliance, and refining guidelines. Partner with global HR teams to drive high‑priority merger and acquisition integration workstreams related to HR risk operations. Identify opportunities for automation and reporting enhancements for risk operations focus areas, leveraging Power Automation, Power Queries, and PowerBI. Conduct adverse impact analyses across hiring, promotions, terminations, and other employment decisions and present findings to leadership. Perform statistical analysis to determine whether differences between demographic groups exist and present executive summaries to stakeholders. Build and maintain automated tracking tools that interface with multiple data sources and existing trackers, streamlining workflows, improving data integrity, and enabling real‑time reporting and insights. Provide regular and ad‑hoc reports with heat maps of trends, emerging risks, and dashboards. Oversee the management of health and safety procedures and policies, including infectious disease and workplace violence safety programs. Monitor ongoing regulatory updates, including OSHA standards, injury and illness prevention programs, and government contractor compliance. Assist with real‑time response during crisis matters such as natural disasters, drafting employee‑facing communications and compiling resources for impacted employees. Qualifications 6–8 years of progressive experience in compliance, HR program management, PMO/operations, or organizational effectiveness (professional services experience a plus). Hands‑on experience building and managing complex program plans (e.g., Smartsheet), SOPs, and process documentation. Advanced data and reporting skills (Excel, PowerBI or similar) and experience supporting various systems. Proficiency with MS Office, SharePoint, Teams, and content maintenance on intranet sites. Strong written and verbal communication; experience drafting broad‑reach communications, policies, FAQs, research papers, and leader talking points and briefings. Regulatory reporting experience. People‑management experience preferred. Business‑oriented, proactive leader who can manage multiple workstreams, assess emerging risks, develop defensible processes, and deliver clear, audience‑appropriate communications and training. Operationally rigorous, detail‑accurate, and deadline‑reliable in a fast‑moving, matrixed environment. Analytical, comfortable with metrics and translating data into clear executive summaries, timelines, and stakeholder guidance. Concise, audience‑aware communicator who can write, edit, and sequence communications that drive clarity and action. Strong collaborator across Legal, Compliance, People & Culture, Technology/HRIS, People Experience, and Inclusion teams; adept at role clarity and RACI management. Comfortable and integrity‑driven professional with experience handling highly confidential information, sound judgment, and executive‑facing professionalism. Base Salary Range: $112,000 – $160,000, placement within the pay range at Grant Thornton’s discretion. Benefits Medical, dental, and vision insurance plans. 401(k) retirement plan with employer matching. Paid time off, including vacation and sick leave. Employee assistance program. Annual discretionary bonus based on individual and firm performance (for full‑time employees). Equal Employment Opportunity Grant Thornton is an equal opportunity employer. All personnel decisions (including hiring, training, working conditions, promotion, transfer, compensation, benefits, evaluations, and termination) are made without regard to race, color, religion, national origin, sex, age, marital or civil union status, pregnancy, sexual orientation, gender identity, citizenship status, veteran status, disability, genetic predisposition, or any other protected characteristic. Consistent with the Americans with Disabilities Act (ADA) and applicable state and local laws, Grant Thornton provides reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause undue hardship. For Los Angeles applicants only: We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance. For Massachusetts applicants only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment. To request reasonable accommodation, please contact View email address on click.appcast.io. #J-18808-Ljbffr Grant Thornton