Manager/Senior Manager, HR Compliance & Employee Relations

HCVT•Long Beach, CA

2d•$100,000 - $125,000•Hybrid

About The Position

As Manager/Senior Manager of HR Compliance & Employee Relations, you will serve as HCVT’s subject matter expert and day-to-day leader for employment compliance and employee relations. You will lead the firm’s HR employment compliance program across its operating states, with particular depth in California employment requirements, and act as a trusted advisor and coach to firm leadership and performance managers on employee relations matters. You will also manage and develop assigned HR team members and contribute to broader HR strategy and initiatives. The role covers employment compliance, employee relations, and people leadership. It includes monitoring and implementing employment-law changes; maintaining policies and the employee handbook; overseeing compliance programs, reporting, records, training, and audits; advising on employee relations issues and leading workplace investigations; developing consistent processes and manager capabilities; and partnering with the HR leadership team on initiatives and planning. HCVT currently offers a hybrid work model for eligible employees, with remote and office work based on business needs and team coordination. The arrangement is not guaranteed and may change. The stated salary range is $100,000 to $125,000, subject to factors including skills, education, experience, training, licensure, certifications, and business needs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 7 years of progressive HR experience, with demonstrated depth in employment compliance and employee relations.
Demonstrated experience conducting workplace investigations, managing PIPs, and advising leaders on performance management, disciplinary actions, and employee separations.
Thorough understanding of applicable federal, state, and local employment laws and regulations, and ability to translate requirements into practical HR policies and practices.
Demonstrated expertise applying California employment laws and regulations in an HR environment, plus experience supporting employees in a multi-state environment.
Experience leading end-to-end HR policy development, review, implementation, and communication, including coordination with external employment counsel.
Demonstrated judgment, composure, professionalism, and discretion in sensitive, complex, or high-conflict employee situations.
Strong written and verbal communication skills, including the ability to explain complex employment requirements clearly and practically to managers and leaders.

Nice To Haves

Experience supporting employees in Utah, Colorado, Arizona, New York, and Texas.
Experience in professional services, including public accounting, legal, consulting, or advisory firm environments.
Experience coordinating HR matters involving international entities; familiarity with the UK, Armenia, and Singapore is a plus.
PHR or SHRM-CP certification; SPHR or SHRM-SCP is a plus.
Familiarity with HRIS platforms and HR compliance management tools.

Responsibilities

Serve as the firm’s primary HR subject matter resource for multi-state employment compliance, with deep expertise in California employment requirements.
Monitor changes to federal, state, and local employment laws and regulations, assess their impact, and lead implementation of necessary changes.
Lead the annual employee handbook review and update in partnership with external employment counsel and internal stakeholders.
Oversee workplace posting and notice requirements at physical offices and electronically, as applicable.
Conduct periodic audits of HR policies, practices, and employee records, identify compliance gaps, and coordinate corrective actions.
Monitor compliance with applicable employment requirements, including CFRA, FMLA, PAGA, FEHA, pay transparency, and wage and hour requirements.
Oversee applicable federal and state employment reporting, including CRD, BLS, and EEO reporting.
Develop and maintain HR policies and practices supporting employee information protection and applicable privacy requirements, including CCPA, with Legal, IT, and other stakeholders.
Oversee I-9 compliance and records management, including work authorization requirements, and coordinate immigration matters with immigration counsel as appropriate.
Partner with employment counsel on complex compliance and employee relations matters requiring legal interpretation or risk assessment.
Prepare and present compliance updates and reports to senior leadership, including risks, priorities, and recommended action plans.
Oversee processes and recordkeeping related to employee professional licenses and accreditations.
Coordinate compliance-related HR matters involving international entities with internal stakeholders and local advisors.
Identify, implement, and monitor required employment compliance training, including state and federal harassment prevention requirements.
Advise performance managers and firm leadership on performance management, disciplinary actions, PIPs, conflict resolution, and employee separations.
Provide proactive recommendations to business leaders to promote consistent application of firm policies and practices across offices and remote employee populations.
Lead workplace investigations into reported violations of firm policies or employment requirements, document findings, and recommend corrective action with leadership and counsel as appropriate.
Coach and develop performance managers in addressing employee relations matters effectively and consistently.
Develop scalable employee relations processes, documentation, templates, and decision-making frameworks.
Analyze employee relations trends and recurring issues to identify opportunities for manager education, policy improvements, and organizational interventions.
Manage and develop assigned HR team members through coaching, workload prioritization, performance feedback, and professional development.
Collaborate as a member of the HR leadership team and partner on cross-functional HR initiatives.
Contribute to broader HR strategy and annual planning with the Director of Human Resources and other firm leadership.