Manager, HR Compliance & Governance

Advisor Group•Atlanta, GA

6d•Hybrid

About The Position

Osaic is seeking a Manager, HR Compliance & Governance to build and maintain its HR compliance and governance framework, including policies, controls, monitoring, reporting, and accountability. The role is responsible for reducing employment risk and promoting consistent HR practices by identifying risks, establishing preventive and detective controls, assessing compliance, and coordinating remediation with HR leadership, Legal, Risk, Compliance, Internal Audit, Payroll, HR Operations, and business leaders. The position is based at one of Osaic’s listed office locations and follows a hybrid schedule requiring at least four days per week in the office. Remote candidates are not being considered. Compensation is $145,000–$150,000 per year, plus an annual performance-based bonus. Actual compensation depends on job-related factors, including location, skills, licensure, experience, and education.

Requirements

At least 7 years of experience in Human Resources Compliance and Governance.
Bachelor’s degree in human resources, business, employment relations, or a related field.
Significant progressive experience in HR compliance, governance, employee relations, operations, employment-law compliance, audit/risk, or a related field.
Knowledge of FLSA, FMLA, ADA, EEO, and related state and local requirements.
Experience building controls, conducting audits and risk assessments, and managing remediation.
Strong analysis and judgment, with the ability to operationalize requirements, escalate risks, and manage competing priorities in a fast-moving, evolving environment.
Proficiency with Microsoft Office Suite (Outlook, Word, Excel, and PowerPoint) and Workday.
Applicants located at Osaic’s hubs must be willing to work in the office at least four days per week.

Nice To Haves

Multi-state U.S. workforce experience.
Experience in a highly regulated industry, such as financial services, banking, insurance, or wealth management.

Responsibilities

Maintain the HR governance framework, defining controls, owners, monitoring, escalation, and accountability across HR, managers, and control functions.
Maintain a risk and control inventory and regularly assess emerging and unresolved risks.
Track exceptions, root causes, remediation owners, and corrective actions through closure; escalate significant gaps to HR leadership.
Govern HR policy development, approval, implementation, communication, and review, including maintaining policy owners, an inventory, and a review calendar.
Translate policies into processes and controls; coordinate employee acknowledgments, communications, and documentation.
Partner on the Employee Handbook, Code of Conduct, and policies covering recruiting, workplace expectations, time away, compensation, and termination.
Monitor federal, state, and local employment-law changes and implement and verify updates to policies, practices, systems, and communications.
Maintain multi-state compliance processes, controls, and manager guidance for wage and hour, sick leave, leaves of absence, accommodations, hiring, notices, and final pay.
Engage Legal for interpretation and counsel while retaining HR ownership of implementation.
Develop an HR leadership dashboard tracking material risks and corrective actions, potentially including late terminations, required notices, recruiting and hiring exceptions, wage/hour and related exceptions, policy acknowledgments, workplace or in-office compliance, overdue remediation, audit findings, and recurring control failures.
Set thresholds and escalation protocols that trigger intervention.
Partner with Learning & Development and HR leadership on targeted training, job aids, checklists, and decision tools for recurring issues and higher-risk actions.
Identify process and capability gaps, recommend preventive solutions, and reinforce manager accountability for timely, accurate execution.
Serve as HR’s central governance partner across HR functions and with Payroll, Legal, Enterprise Risk/Compliance, Internal Audit, and Information Security/Technology, where applicable.
Clarify cross-functional ownership to ensure issues are resolved.