Compliance Specialist (HR-Remote)

Description

American Specialty Health Incorporated is seeking a Specialist – HR Compliance to join our Human Resources (HRS) department. This position will oversee HR Compliance, lead HR audit efforts, oversee the Immigration Process and create and maintain standard operating procedures (SOPs).  

Salary Range  

American Specialty Health complies with state and federal wage and hour laws and compensation depends upon candidate’s qualifications, education, skill set, years of experience, and internal equity. $48,000 to $65,000 Full-Time Annual Salary Range.  

Remote Worker Considerations  

Candidates who are selected for this position will be trained remotely and must be able to work from home in a designated work area with company-provided technology equipment. This remote/WFH position requires you have a stable connection to your Internet Service Provider with the ability to participate by video in online meetings over a reliable and consistent network (minimum internet download of 50 Mbps and 10 Mbps upload speed).  

Responsibilities  

  • Researches, documents, and ensures compliance of State and Federal Employment Laws.
  • Monitors compliance with federal, state, and local regulatory requirements including US employment and leave laws.
  • Researches new and existing regulations, identifies processes and updates policies as needed.
  • Maintains a comprehensive catalog of all state and federal HR employment laws and ensures required notifications including labor law posters are posted timely.
  • Updates the monthly Compliance Workforce spreadsheets with additions and changes to regulatory mandates.
  • Works with their manager, HR Managers and Legal Council on implementing new laws to ensure compliance with employment laws in all 50 states.
  • Ensures corporate compliance with government regulations.
  • Tracks and ensures all Certificates of Insurance (COIs) are up to date and adhere to company policy.
  • Tracks, audits and ensures HR is in compliance with California Consumer Privacy Act (CCPA).
  • Oversees Audits and SOPs.
  • Takes the lead and acts as liaison between HR and Delegation Support on external audits.
  • Organizes and gathers information requested for external audits.
  • Maintains a report of all audits and responses.
  • Works with HR management on ensuring SOPs are complete and followed in all areas of HR.
  • Proactively evaluates current processes and provides recommendations for improvement.
  • Oversees Immigration Process.
  • Oversees Immigration paperwork and stays abreast on Immigrations laws. Seeks guidance and refers matters that involve legal or business risk matters to their manager.
  • Acts as a liaison and point of contact for ASH and external counsel for all immigration needs.
  • Manages immigration cases ensuring legal compliance, optimal processing timelines and maximum efficiency.
  • Collaborates with their manager to conduct the appropriate due diligence and to strategize and develop short- and long-term solutions and business plans as they relate to immigration needs.
  • Educates Talent Acquisition team and Department Managers on US immigration regulations and updates.
  • Maintains public access files, ensuring files are current and compliant.
  • Maintains and recertifies I-9s to ensure ASH employees are eligible to perform labor and services in the United States.
  • Proactively communicates with employees and other relevant contacts regarding the status of their visa cases and extensions.
  • Ensures integrity of PERM Green Card process, including job description review, accurate minimum requirements and extensive strategy discussions with managers and HR which includes the business necessity defense of job requirements.
  • Supports the recruitment process in connection with PERM Green Card process, including coordinating recruitment with external legal counsel, analyzing resumes, and preparation of recruitment reports to defend findings.
  • Creates, develops and maintains immigration records for reporting and tracking data/case quarterly ensuring compliance with budget and service level agreements. Responsible for continual learning and education regarding Immigration laws and regulations.
  • Oversees Affirmative Action Plan (AAP).
  • Develops AAP internal and external communication procedures.
  • Assists in the identification of AAP/EEO challenges and recommends effective solutions.
  • Designs and implements an internal audit and reporting system that measures the effectiveness of ASH’s program and determines the degree to which AAP goals and objectives are met and identifies the need for remedial action.
  • Keeps the Sr. Manager, Talent Acquisition informed of equal opportunity progress and reporting potential concerns.
  • Serves as a liaison between the Company and enforcement agencies.
  • Processes audit reports quarterly for review prior to government report preparation.
  • Assists Sr. HRIS Analysts in preparing and submitting the EEO-1 and Vets-100 reports annually by the required deadlines.
  • Works with the Sr. Manager, Talent Acquisition to develop and deliver training to management and staff annually to outline ASH’s affirmative action goals and progress towards said goals.
  • Works with Sr. Manager, Talent Acquisition to provide training to all personnel involved in the recruitment, screening, selection, promotion, disciplinary and related processes to meet ASH’s affirmative action, ADAAA and VEVRAA goals.

Qualifications  

  • Bachelor’s degree in related field or equivalent experience. If equivalent experience, high school diploma required.
  • A minimum of 5 years of experience assisting or overseeing compliance efforts in a Human Resources department.
  • Current knowledge of states and federal compliance, immigration legislation, affirmative action plans, leave of absences and current HR practices and trends required.
  • Project Management experience preferred.
  • Proficient in MS Office.
  • Demonstrated ability in quality assurance.

Core Competencies   

  • Demonstrated ability to interact in a positive, respectful manner and establish and maintain cooperative working relationships.
  • Ability to display excellent customer service to meet the needs and expectations of both        internal and external customers.
  • Excellent listening and interpersonal communication skills to identify critical core competencies based on success factors and organizational environment.
  • Ability to effectively organize, prioritize, multi-task and manage
  • Demonstrated accuracy and productivity in a changing environment with constant interruptions.
  • Demonstrated ability to analyze information, problems, issues, situations and procedures to develop effective solutions.
  • Ability to exercise strict confidentiality in all matters.

Mobility  

Primarily sedentary, able to sit for long periods of time, able to answer telephones.  

Physical Requirements  

Ability to speak, see and hear other personnel and/or objects. Ability to communicate both in verbal and written form. Ability to travel within the facility. Capable of using a telephone and computer keyboard. Ability to lift up to 10 lbs.  

Environmental Conditions  

Work-from-home (WFH) environment.  

American Specialty Health is an Equal Opportunity/Affirmative Action Employer.  

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.   

Please view Equal Employment Opportunity Posters provided by OFCCP here.  

If you are a qualified individual with a disability or a disabled veteran, you have the right to request an accommodation if you are unable or limited in your ability to use or access our career center as a result of your disability. To request an accommodation, contact our Human Resources Department at (800) 848-3555 x6702.  

ASH will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information.  

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