Sr. Manager HR Compliance

Location
Gaithersburg, MD, US
Posted
Feb 03, 2021
Ref
702439400
Hotbed
BioCapital
Required Education
Bachelors Degree
Position Type
Full time
Those who join Emergent BioSolutions feel a sense of ownership about their future. You will excel in an environment characterized by respect, innovation and growth opportunities. Here, you will join passionate professionals who advance their scientific, technical and professional skills to develop products designed-to protect life.

I. JOB SUMMARY

Ensures Emergent remains compliant with all equal opportunity, affirmative action, ADA and other related employment laws and regulations. Reviews and updates internal HR related policies, ensuring communication to appropriate stakeholders. Leads annual affirmative action planning activities. Supports HR risk management associated activities to identify potential risks and make recommendations for mitigation or remediation efforts. Liaise with internal and external counsel, Ethics and Compliance as well as HRBP team related to management of immigration matters, employee relations and general support. Participates in Human Resources activities related to M&A due diligence and integration.

II. ESSENTIAL FUNCTIONS
Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.

HR Compliance/HR Risk Management:
• Provide guidance to HR COE's and HRBP team on a variety of HR compliance initiatives and requirements including but not limited to: EEO and AAP matters (discrimination, harassment, retaliation, good faith efforts, affirmative action programs), ADAAA, FCRA (relating to drug testing and background check elements), and other federal, state, provincial, country, and local employment related laws/regulations.
• Proactively monitor changes in laws and regulations, interpret their potential impact to our existing policies and procedures and the organization to ensure continued compliance. Partner with internal counsel and surface to HR leadership as appropriate.
• Collect, organize, evaluate and analyze employee data in preparation for annual compliance filings.
• With general oversight from the Senior Director, drive annual affirmative action activities and partners with HR COEs and HRBPs to analyze and interpret data, research any concerns or potential barriers, and implement associated actions.
• Ensure that all federal government filings including the EEO-1 reports, VET4212 reports, and any other reports are filed accurately and on time.
• Manage the vendor relationship to ensure distribution of employment notices to the U.S. sites. Maintain oversight for poster intranet licensing on MyE and ensure that notices such as federal contractor and workers' Compensation notices remain up to date.
• Act as lead for accommodation request process for applicants in partnership with the talent team; work through the review of requests, obtaining additional information as necessary, leading the interactive dialogue and sharing outcomes in such a way that creates a positive experience for applicants. Support HRBPs through complex accommodation requests, involving counsel as needed, for employees including providing guidance, making recommendations, participating in the interactive dialogue as necessary and ensuring outcomes are aligned with Emergent's core values in support of the business; ensure requests are logged by HRBP team.
• Partner with internal/external counsel, Talent Acquisition team, and HRBP team to navigate through the immigration process while ensuring Emergent remains compliant.
• Participate in routine HR internal and external audits, acting as the main point of contact for government contract accounting, internal audit, and any external groups, organizations or government agencies.
• Manage any HR compliance related remediation efforts as a result of audit outcomes.
• Participate as a member of the Privacy Working Group for the HR team; act as privacy contact and resource for the HR team, surfacing matters as appropriate.
• Conduct research and partner with global HR team members to prioritize and understand HR compliance requirements worldwide and their impact on our business.
• Partner with global HR team members to create and implement scalable HR compliance solutions.
• Consistently support compliance by maintaining the privacy and confidentiality of information, reporting non-compliance, ensuring company adherence to federal, state and local laws and regulations, and Emergent's policies and procedures.
• Support activities related to responding to EEOC/Human Relations Commission charges, legal complaints and other HR matters; perform research and data collection to ensure timely responses and submissions.
• Monitor HR site processes to ensure locations are consistently, accurately, and timely managing HR compliance obligations.
• Partner with the Government Contract Compliance team and other individuals to respond to HR compliance and related inquires for solicitations, RFPs, and other grant/contract related responses and communications.
• In conjunction with internal employment counsel, support the development and/or delivery of HR employment or compliance related training to managers as needed.
• Manage HR records retention program components including oversight for ongoing evaluation of requirements to ensure compliance with global laws and regulations and manage HR records related retention activities for HR.

Policy:
• Ensure that Emergent's internal policies are consistent with the regulations relevant to our business as a federal contractor as well as employment laws/regulations and recommend new policies and/or changes to existing policies to ensure ongoing compliance.
• Review and revise HR policies, procedures, and process documents including oversight for employee handbooks; draft additional HR policies as necessary based upon business needs.
• Provides advice, assistance, and interpretation for company policies, procedures, and documentation to HRBP team and HR COEs.
• Lead updates for HR compliance related policy and procedure implementation to ensure that managers and employees are made aware of key policy changes.
• Partner with internal and external counsel to manage and update required handbook supplements that are specific to state, provincial or local laws and regulations.
• Support HRBP team for resolution of specific policy-related and procedure questions, inquiries, and problems.
• Partner with internal and external counsel, as necessary, to ensure that potentially problematic and/or sensitive matters are resolved in compliance with federal, state, provincial and local regulations
• Manage or participate on specialist projects/programs requiring HR compliance/policy related input.

Employee Relations:
• Lead complex and sensitive employee relations matters as needed, partnering with the HRBP team, E&C, and internal/external counsel as necessary.
• Partner with the E&C and internal counsel for HR related BCL matters as needed; act as back up for triaging cases and assigning within HR team.

Mergers & Acquisitions:
• Support HR leadership with performing M&A due diligence activities for prospective companies. Gather data, research and compile diligence findings
• Participate as a member of the HR sub-team to support HR activities from deal announcement, through close, and integration. May participate in Core team activities either as a team member or acting as a back-up for HR related conversations.

The above statements are intended to describe the nature of work performed by those in this job and are not an exhaustive list of all duties. Nothing in this job description restricts managements right to assign or reassign duties and responsibilities to this job at any time which reflects management's assignment of essential functions.

III. MINIMUM EDUCATION, EXPERIENCE, SKILLS
• Bachelor's degree in Human Resources, Business, Psychology or a related major; Master's degree preferred
• A minimum of 8 years of broad-based HR experience including 5+ years employee relations and/or HR compliance work
• HR project management experience preferred
• In-depth knowledge of U.S. federal, state, and local employment laws required; international and Canadian employment law/regulation knowledge or exposure preferred
• PHR/SPHR and/or SHRM-CP/SCP designations are preferred
• Must be able to operate in a fast paced, highly structured team-based environment
• Ability to respond effectively to the most sensitive inquiries or complaints
• Demonstrated ability to influence and partner across all levels of the company
• Ability to negotiate conflict and maintain constructive working relationships
• Sound judgment and decision-making; ability to analyze data and provide recommendations

There are physical/mental demands and work environment characteristics that must be met by an individual to successfully perform the essential functions of the job. This information is available upon request from the candidate.

Reasonable accommodations may be made to enable individuals with disabilities to perform all essential functions.

Emergent BioSolutions is an Equal Opportunity/Affirmative Action Employer and values the diversity of our workforce. Emergent does not discriminate on the basis of race, color, creed, religion, sex or gender (including pregnancy, childbirth, and related medical conditions), gender identity or gender expression (including transgender status), sexual orientation, age, national origin, ancestry, citizenship status, marital status, physical or mental disability, military service or veteran status, genetic information or any other characteristics protected by applicable federal, state or local law.

Information submitted will be used by Emergent BioSolutions for activities related to your prospective employment. Emergent BioSolutions respects your privacy and any use of the information submitted will be subject to the terms of our Privacy Policy .

Emergent BioSolutions does not accept non-solicited resumes or candidate submittals from search/recruiting agencies not already on Emergent BioSolutions' approved agency list. Unsolicited resumes or candidate information submitted to Emergent BioSolutions by search/recruiting agencies not already on Emergent BioSolutions' approved agency list shall become the property of Emergent BioSolutions and if the candidate is subsequently hired by Emergent BioSolutions, Emergent BioSolutions shall not owe any fee to the submitting agency.

.buttontextd24067979861e38d a{ border: 1px solid transparent; } .buttontextd24067979861e38d a:focus{ border: 1px dashed #c11d4b !important; outline: none !important; }