Senior HR Compliance Consultant

McKesson•Alpharetta, GA

About The Position

The Senior HR Compliance Consultant serves as a subject matter expert and governance leader. This role is responsible for establishing enterprise HR compliance standards, frameworks, and risk guardrails, while enabling HR and business leaders to execute compliant employment practices locally. The consultant partners closely with Employee Relations, Legal, HR Leaders, and other key stakeholders to advise, assess risk, and ensure alignment with federal, state, and local employment regulations. This role emphasizes oversight, enablement, and escalation, not centralized approval or ownership of routine employment actions.

Requirements

Bachelor’s degree in Human Resources, Business, or related field.
7+ years of progressive HR compliance experience in complex, multi‑state environments.
Demonstrated ability to advise and influence without direct authority.
Strong expertise in regulatory interpretation, compliance risk assessment, and governance frameworks.
Exceptional analytical, communication, and stakeholder partnership skills.

Nice To Haves

SHRM-SCP, SHRM-CP, SPHR, PHR, or similar certification.
Experience in a matrixed, or shared services HR model.
Experience in highly regulated industries (healthcare, manufacturing, financial services).
Familiarity with HRIS platforms, ServiceNow, and compliance tracking tools.

Responsibilities

Serve as an enterprise HR compliance subject matter expert, providing advisory guidance on multi‑jurisdictional employment laws (e.g., FLSA, FCRA, I‑9, EEO‑1, pay transparency, Ban‑the‑Box).
Design, maintain, and evolve compliance frameworks, policies, toolkits, and standards that support consistent application across a federated HR model.
Partner with Legal and ER leadership to define risk thresholds, escalation criteria, and decision authorities.
Monitor regulatory developments and proactively assess enterprise impact, providing practical implementation guidance to HR partners and leaders.
Enable HR representatives and leaders to execute compliant employment actions by providing clear guidance, job aids, decision matrices, and templates, delivering targeted compliance training and education, and coaching HR partners on risk identification and mitigation.
Act as a consultative escalation point for complex or high‑risk compliance matters, rather than a centralized decision‑maker for standard transactions.
Support consistent interpretation of policies while allowing local execution within established guardrails.
Prepare HR and leaders for policy, process, or regulatory changes through clear communication and practical implementation guidance.
Reinforce adoption of new or updated practices through enablement tools, training, and ongoing coaching.
Partner with HRBPs and leaders to identify adoption risks, resistance points, and mitigation strategies during change initiatives.
Lead enterprise and targeted compliance audits and multi‑state compliance oversight by partnering with HR, ER, Legal, and Technology to assess policy, practice, and system alignment; ensure enabling systems meet statutory and regulatory requirements; identify control gaps and systemic risk; and drive cross‑functional remediation to mitigate enterprise risk.
Provide advisory input on background check adjudications, pay transparency disclosures, and hiring compliance—ensuring processes align with regulations and policy while execution remains with designated HR or talent teams.
Maintain oversight of I‑9 compliance and reverification processes, required employment notices and postings, state‑specific hiring and onboarding requirements, and record retention and data privacy standards.
Collaborate with Employee Relations, Talent Acquisition, Total Rewards, and HR Operations, to ensure compliance is embedded into processes and systems, not retrofitted.
Support ER and HR leaders during audits, investigations, or regulatory inquiries by providing expert consultation and documentation guidance.
Influence organizational culture by promoting ethical employment practices, risk awareness, and shared accountability.
Develop and deliver enterprise HR compliance training and onboarding materials.
Partner with HR Operations to ensure systems and workflows support compliant execution.
Contribute to continuous improvement initiatives related to policy clarity, process efficiency, and compliance maturity.