Offres d'emploi

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Summary The HR Compliance Manager leads the firm's employment compliance function, ensuring alignment with federal, state, and local employment laws, regulatory requirements, and internal policies. As the HR Compliance Manager, you will focus on strengthening and continuously improving HR policies, procedures, and practices through proactive risk assessment, audits, training, and advisory support. You will be serving as a trusted subject matter expert, partner closely with leadership and cross-functional stakeholders to identify compliance risks, recommend solutions, and support informed decision-making. While the role does not include direct people management, it requires strong ownership of compliance processes, influence across the organization, and execution of firmwide compliance initiatives.

Location This position can sit in our Chicago, Atlanta, Austin, Baltimore, Boston, Dallas, Houston, Los Angeles, Miami, Minneapolis, Philadelphia, Phoenix, Raleigh, Reston, San Diego, Seattle, Short Hills, Washington DC, or Wilmington office and offers a hybrid work schedule.

Responsibilities

• Employment Law & Regulatory Compliance
• Monitor, interpret, and assess changes in federal, state, and local employment laws and regulations; ensure timely and compliant updates to Firm policies, practices, and procedures.
• Serve as the subject matter expert on Firm HR policies and procedures, providing guidance to HR, leadership, and other stakeholders.
• Act as the primary liaison with the Office of General Counsel on HR compliance matters, including risk assessment and mitigation.
• Policy, Documentation & Governance
• Develop, maintain, and govern HR compliance documentation, ensuring strong document control, versioning, and audit readiness.
• Lead the timely development, implementation, and communication of HR policies, procedures, and related guidance materials.
• Ensure policies and practices are consistently applied and aligned with legal requirements and Firm standards.
• Compliance Planning, Audits & Risk Management
• Maintain a comprehensive calendar of HR compliance obligations and proactively develop and manage project plans to ensure timely execution.
• Recommend, plan, and lead internal audits of HR processes to ensure compliance with legal, regulatory, and organizational standards.
• Lead special projects related to HR compliance, risk mitigation, and policy development as needed.
• Training, Education & Ongoing Compliance Monitoring
• Oversee the development, implementation, and ongoing administration of mandatory HR compliance training programs, including harassment prevention, workplace conduct, and other legally required trainings.
• Monitor completion, tracking, and certification of required training programs to ensure compliance with federal, state, and local requirements.
• Partner with internal stakeholders to update training content in response to legal changes, policy updates, or identified risk areas.
• Reporting, Metrics & Statutory Filings
• Manage and produce HR compliance reporting, including collaboration with internal and external partners to prepare and submit required statutory filings (e.g., EEO, VETS, pay data reporting).
• Generate compliance, audit, training, and HR metrics reports for leadership review.
• Monitor and report on compliance-related activities and emerging risks.
• HR Systems, Technology & Process Alignment
• Partner with HR Technology & Reporting, Payroll, and Benefits teams to ensure Workday time and absence configurations align with Firm policies, procedures, and regulatory requirements.
• Identify gaps or inefficiencies and recommend programmatic or system-based solutions to strengthen and scale HR compliance processes.
• Stakeholder Communication & Strategic Alignment
• Keep HR leadership and key stakeholders informed of compliance status, risks, and progress against established plans.
• Remain apprised of strategic Firm initiatives and align HR compliance priorities and action plans with overall Firm goals.
• Promote a positive, respectful, and compliant workplace culture aligned with the Firm's values.
• Other duties as assigned.

Desired Skills

• Deep proficiency in federal, state, and local employment laws.
• Ability to interpret legal requirements and translate them into clear, actionable HR policies.
• Skilled in drafting, reviewing, and updating compliance documentation and related communications.
• Experience conducting internal audits of HR practices and procedures.
• Ability to identify compliance risks and recommend corrective actions.
• Exceptional written and verbal communication skills.
• Capable of successfully developing and delivering compliance training programs.
• Proficient in analyzing data and trends to identify compliance gaps.
• Ability to synthesize complex legal information into practical guidance.
• High level of accuracy in reviewing documentation and maintaining accurate records.
• Vigilant in monitoring regulatory changes and ensuring timely updates.
• Demonstrates discretion and sound judgment in handling sensitive, confidential and privileged information.
• Upholds ethical standards and promotes a culture of compliance and accountability.
• Familiarity with HRIS systems (Workday preferred) and compliance tracking tools.
• Intermediate level skill in using reporting tools, including Microsoft Excel, and databases to manage compliance metrics.
• Skilled at cultivating and sustaining strong relationships with key stakeholders across all levels of the organization.
• Ability to work independently and influences cross-functional teams without direct authority.
• Demonstrates exceptional organizational skills, with the ability to manage multiple compliance tasks, deadlines, and documentation with accuracy and efficiency.

Minimum Education

Bachelor's Degree in Human Resources, Business, or related field.

Certificates

Professional certifications (e.g., PHR, or SPHR) preferred.

Minimum Years of Experience

10+ years of experience in HR compliance.

Essential Job Expectations

While the specific job requirements of a DLA Piper position may vary depending upon scope of the job and area of specialty, there are certain universal requirements that are expected of all DLA Piper employees, which include but are not limited to:

• Effectively communicate, verbally and in writing, with clients, lawyers, business professionals, and third parties.
• Produce deliverables, answer phone calls, and reply to correspondence in an efficient and responsive manner.
• Provide timely, accurate, and quality work product.
• Successfully meet deadlines, expectations, and perform work duties as required.
• Foster positive work relationships.
• Comply with all firm policies and practices.
• Engage in both physical and sedentary activity, such as (a) working at a computer for extended periods of time, including on-screen reading and typing; (b) participating in digital/virtual conference calls; (c) participating in meetings as needed.
• Ability to work under pressure and manage competing demands in a fast-paced environment.
• Perform all other duties, tasks or projects as assigned.

Our employees are expected to embrace and uphold our firm values as a part of our DLA Piper culture. We are committed to excellence in how we represent our clients and develop our people.

Physical Demands

Sedentary work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Work Environment

The individual selected for this position may have the opportunity for a hybrid work arrangement comprised of remote and in-office work, the requirement for which will be determined in coordination with the hiring manager or supervisor and may be modified in the firm's discretion in the future.

Disclaimer

The purpose of this job description is to provide a concise statement of the work elements and to organize and present the information in a standardized way. It is not intended to describe all the elements of the work that may be performed by every individual in this classification, nor should it serve as the sole criteria for personnel decisions and actions. The job duties, requirements, and expectations for this position may be modified at the Firm's discretion at any time. This job description does not change the at-will nature of employment.