Human Resources Manager, Compliance

This position is responsible for managing Human Resources operational compliance, multi-establishment OFCCP/Affirmative Action programs, administering all statutory federal/state workforce reporting, auditing recruiting and plant-level payroll practices (e.g., wage-and-hour, don/doffing, timekeeping in 24/7 operations), ensuring SOX compliance over HR processes, and auditing multi-plant Collective Bargaining Agreements (CBAs).

Essential Duties/Responsibilities

Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.

• Tracks, evaluates, and operationalizes changes in federal, state, and municipal labor laws across our multi-state operating footprint (e.g., state-specific paid family leave, mandatory sick leave, wage theft prevention acts, pay transparency/posting mandates, and local predictive scheduling rules)

• Maintains and reviews the Employee Handbook and individual state addenda, aligning policies with local statutory requirements while maintaining operational consistency across all processing facilities

• Ensures physical and electronic statutory labor law postings and regulatory notices remain fully compliant across all corporate, regional, plant, and remote field locations

• Directs the preparation, annual rollout, and ongoing compliance monitoring of multi-establishment Affirmative Action Plans (AAPs) in accordance with OFCCP standards for federal supply-chain contractors

• Leads all annual statutory submissions, including EEO-1 Component 1, VETS-4212, and state-mandated pay data reports (e.g., California CRD, Illinois Equal Pay, and emerging state disclosures).

• Performs continuous adverse impact analysis on applicant tracking, hourly production hiring, promotions, disciplinary actions, and terminations across all operating regions; collaborate with plant management teams to implement proactive remediation strategies.

• Acts as the lead coordinator and liaison for all OFCCP compliance evaluations, desk audits, EEOC charges, and state agency inquiries.

• Conducts comprehensive compliance audits of hourly recruitment, applicant dispositioning, background checks (FCRA), and onboarding across localized plant HR teams.

• Manages enterprise Form I-9 and E-Verify compliance, performing regular internal audits, re-verifications, and training to safeguard against immigration and workforce enforcement risks common to heavy industrial operations

• Partners with Corporate Payroll to audit complex wage-and-hour compliance in continuous (24/7/365) manufacturing environments, shift differential calculations, overtime blending, meal/rest period adherence, and compensable time (e.g., safety gear don/doffing, equipment prep)

• Ensures HR compliance processes satisfy internal controls and Sarbanes-Oxley (SOX) testing standards as required for a public enterprise

• Conducts periodic compliance audits of plant-level Collective Bargaining Agreements across unionized manufacturing facilities to verify adherence to contractual wage scales, shift bidding, seniority rosters, overtime distribution rules, and grievance response timelines.

• Verifies that plant labor administration strictly conforms to the National Labor Relations Act (NLRA), statutory labor standards

• Collaborates with the Director of HR, Labor Relations representatives, and General Managers to rectify audit discrepancies before they escalate into formal grievances or unfair labor practice (ULP) charges

• Partners with EHS/Safety and Fleet operations to ensure HR alignment on safety-sensitive roles, regulatory record retention, and drug/alcohol testing compliance (including DOT/FMCSA clearinghouse interface where applicable)

• Designs and deploys targeted compliance training modules for plant superintendents, shift supervisors, and hiring managers (e.g., Wage & Hour Best Practices, Harassment Prevention, Lawful Interviewing, and CBA Administration)

• Other duties as assigned

Minimum Qualifications

• Bachelor's degree in Human Resources, Industrial/Labor Relations, Business Administration, or related discipline

• 5+ years of experience of progressive HR experience

• 4+ years specializing in HR compliance, OFCCP administration, or regulatory auditing within a multi-state manufacturing, industrial, or logistics organization

• Proven mastery of multi-state employment regulations (handling at least 20+ states simultaneously, including complex jurisdictions such as CA, NY, IL, WA)

• Hands-on experience developing multi-location Affirmative Action Plans, managing applicant flow logs, and guiding an organization through OFCCP desk audits

• Capable of translating complex federal and state mandates into practical, shop-floor-friendly operating procedures

• Rigorous audit discipline to evaluate decentralized plant records and identify systemic compliance gaps

• Ability to build credibility and partner effectively with plant operations leadership, corporate legal counsel, and union representatives

• High-level analytical discipline in validating large datasets across disparate HR, timekeeping, and applicant tracking systems

• Advanced proficiency in HRIS/reporting platforms (e.g., Oracle HCM, UKG, ADP, SAP) and advanced data auditing skills in Microsoft Excel (data modeling, regression analysis for pay equity/adverse impact)

• Strong communication skills - both written and oral.

• Strong presentation and training skills

Preferred Qualifications

• SPHR, SHRM-SCP, or Certified Compliance & Ethics Professional (CCEP)

• Direct experience auditing or managing HR processes within unionized, 24/7 continuous process manufacturing, rendering, or agricultural processing environments.

• Familiarity with public company internal control environments (SOX) as they relate to HR/payroll workflows

Working Conditions and Physical Demands

• Position is based in an office environment
• Occasional travel to off-site locations is required.
• Requires prolonged sitting and movement throughout office/work locations, as well as occasional use of computers and office equipment.
• Must be able to communicate effectively and identify potential workplace hazards.
• Requires the ability to occasionally lift and/or move up to 25lbs.