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REPORTS TO: SVP Human Resources
Lead and implement practices and policies to ensure corporate compliance standards are achieved consistently across Serta Company, LLC, and its subsidiaries. Ensure compliance standards of human resources are adhered to regarding employment records, data management, and applicable employment reporting requirements.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Act as an advisor to Human Resource team concerning matters of compliance to include but not limited to: Performance Improvement Planning, Severance Agreements, employee complaint processes, investigative procedures, administrative (EEOC, FEP, DOL, etc.) charge responses, clarification regarding employment regulations such as FMLA, ADA, ADEA, Sexual Harassment, etc.
Partner with Director of Talent Acquisition with regard to applicant tracking, data integrity and other compliance processes related to talent acquisition.
Will serve as a liaison between SSB Legal/Compliance, Internal Audit and Human Resources as a quality control measure to ensure thoroughness of employee investigations, completion of severance agreements, and documentation of disciplinary actions and/or responses to administrative agency charges.
Responsible for the management, communication, necessary revisions and updates to corporate HR policies and procedures.
In coordination with Corporate HR/Learning and Development, will provide necessary training to Human Resources team and Company managers when applicable concerning HR policies and procedures, employment regulations, employee complaint investigations, Performance Improvement Planning, and HR compliance processes and procedures.
Assist the EVP HR and Talent Acquisition function with the creation, application, and communication of Affirmative Action Plans for the organization.
Ensure employment records are accurately maintained in accordance with all applicable employment regulations: i.e. employee file contents, accuracy of I-9's and supporting documentation, and access control.
Identify areas for process improvement and potential liability, communicating those issues to functional manager.
Coordinate, assist and conduct investigations, as assigned.
Work directly with SSB Legal to respond to compliance requests and personnel analysis for litigation, investigations and audits.
Assist Finance and Internal Audit with internal HR-related audits; and support external HR-related audits.
Develop and manage HR-layered audit structure including scope, cadence, and responsible parties, and recommend and monitor corrective actions.
Work with HR team to ensure compliance with all posting Laws.
Strong leadership skills
Adaptive to change- readily adapts to change and motivates employees to take responsibility for adapting to and executing change
Strong analytical technical ability to problem solve
Planned and organized decision making- makes empowered decision within their area with the best interest of the Company in mind
Delivering Results - maintains a high level of commitment to personally getting things done per expectations
Quality & continuous improvement mindset- promote and maintain high standards of quality
Team player- coordinates all team resources to accomplish goals and objectives
Advises, assists, mentors and provides feedback to others to encourage development of work-related competencies and long-term career growth
Excellent communications skills and ability to work in cross-functional teams
Living the SSB Mission & Core Values
Knowledge of administrative agency complaint and investigatory process.
Experience working with all levels of management.
Responsive to customer needs.
Must maintain a strong sense of integrity, confidence and honesty.
Bachelor's degree required
Advanced degree preferred
5+ years' experience in Human Resources preferable in a compliance role
Thorough knowledge of the employment regulations to include but not limited to FLSA, FMLA, ADA, ADEA, Sexual Harassment, etc.
Work is primarily sedentary in nature
This job description is not intended to be an exhaustive list of all duties or responsibilities associated with the job. Other job-related duties may be assigned.
An Affirmative Action Equal Opportunity Employer * Drug-Free Working Environment
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