HR Risk Operations Compliance Manager

Job Description 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 is responsible for translating complex employment, workplace conduct, and operational requirements into practical programs, policies, controls, and guidance that support the Firm’s people strategy while mitigating risk. The Manager leads high‑priority initiatives across compliance monitoring, policy governance, workforce risk analysis, health and safety, employee communications, and process improvement, while ensuring work is executed with strong judgment, discretion, and attention to detail. Key Responsibilities HR Regulatory Program Manager Track new labor and employment laws that may impact Firm policies; drive 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 development and execution of new programs, identifying areas of potential vulnerability and recommending innovative solutions. Oversee 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/refined operational processes. HR Risk Operations Partner with Global HR teams to drive HR compliance risk controls and framework in line with firm risk appetite. Large‑scale HR program management to include 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. Serve as key member in firmwide compliance projects, including workforce analysis, Respect in the Workplace training, compliance questionnaire and other high‑priority/confidential projects, in collaboration with P&C/Legal stakeholders. Draft and deliver employee‑facing communications, FAQs and intranet pages related to personnel policies and procedures. Develop and deliver training for People Experience team on regulatory, risk mitigation, and performance management best practices. Lead adverse impact analysis for business optimization exercises. Develop technical tools for utilization across P&C. Project‑manage business optimization exercises, including project plan, daily stand‑ups, and risk analysis calls. Lead risk management strategic priorities and provide short‑/long‑term solutions to complex business challenges. Act as SME for policy escalations from P&C and cross‑functional teams. Collaborate with other functions, including Finance & Payroll, to drive synergies and ensure cohesion in firmwide policies. Act as escalation point for client‑related onboarding and background investigation matters, as well as contract review. Provide day‑to‑day work instruction/direction for global data analytics team member. Policy Governance Own the development and maintenance of employment policies. Partner with Legal and Compliance to ensure global policy alignment. Drive policy harmonization across multinational firms and acquired entities. Training & Operational Excellence Lead development of internal training to address identified areas of potential vulnerability with creative solutions. Program management of firmwide HR compliance trainings. Support leadership in executing P&C strategic plan in relation to operational excellence consistent with industry standards. Recommend remediation actions and process improvements based on audit and monitoring findings. Define and implement HR compliance strategies, set monitoring controls, and drive synergies to address high‑risk areas. Identify emerging trends and risks, 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. HR Workforce Analytics, Risk Strategy & Workforce Management Partner with Global HR teams, 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 to present leadership. Perform statistical analysis to determine whether differences between demographic groups and present executive summaries to stakeholders. Build and maintain automated tracking tools that interface with multiple data sources and existing trackers. Provide regular and ad‑hoc reports with heat map of trends, emerging risks and dashboards. Health & Safety Oversee 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, including drafting employee‑facing communications and compiling resources for impacted employees. Ideal Candidate Business‑minded HR Risk & compliance professional with strong statistical workplace analysis, internal/external compliance, and process management skills. 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. Integrity‑driven professional with experience handling highly confidential information, sound judgment, and executive‑facing professionalism. 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/Power BI 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. Salary Information Base salary range: $112,000 – $160,000. Placement within the pay range is at Grant Thornton’s discretion and is based on multiple factors including job‑related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. Benefits Standard medical, dental, vision insurance and employee assistance program. Paid sick leave of at least 72 hours and payment for firm holidays for interns and seasonal employees. Eligibility for 401(k) savings plan for seasonal employees (subject to plan terms). Potential discretionary annual bonus based on performance (not available to interns or seasonal employees). Equal Employment Opportunity Statement It is the policy of Grant Thornton to promote equal employment opportunities. All personnel decisions (including, but not limited to, recruiting, 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 or pregnancy‑related condition, sexual orientation, gender identity or expression, citizenship status, veteran status, disability, handicap, genetic predisposition or any other characteristic protected by applicable federal, state, or local law. Consistent with the Americans with Disabilities Act (ADA) and applicable state and local laws, it is the policy of Grant Thornton to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. To make an accommodation request, please contact View email address on click.appcast.io. For Los Angeles Applicants only: We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including 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. An employer who violates this law shall be subject to criminal penalties and civil liability. Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment. #J-18808-Ljbffr Grant Thornton (US)