HR Compliance Manager

Purpose:The HR Compliance Manager ensures the organization's Human Resources policies, practices, and procedures adhere to all applicable federal, state, provincial, and local employment laws, regulations, and internal standards. This role provides expert guidance and support to Operations leadership, People & Culture Operations teams, and cross-functional business partners while contributing to the design, development, and implementation of compliance initiatives and monitoring legislative changes to help the business proactively address emerging compliance risks.

Essential Functions:

• Supports consistent execution and monitoring of daily HR processes to ensure alignment with applicable employment laws, company policies, and Collective Bargaining Agreements (CBAs)
• Conducts comprehensive reviews of existing HR processes and procedures to assess compliance with employment laws, CBAs, and internal standards; recommends improvements to strengthen compliance and streamline practices
• Tracks, analyzes, and summarizes legislative and regulatory changes across jurisdictions to support timely updates to company policies and procedures
• Prepares initial drafts of policy updates, guidance documents, and compliance communications for senior leadership review and approval
• Supports development and rollout of company HR audits by contributing to audit tool design and monitoring corrective actions in coordination with senior compliance leaders
• Assists with compliance-related inquiries, audits, investigations, and regulatory responses
• Collaborates with People & Culture team members and field leaders to clarify compliance expectations, resolve issues, and promote consistent policy application
• Reviews compliance training materials and partners with Learning & Development team to provide feedback and conduct training sessions on policy and legislative changes

Maintains, updates, and develops HR compliance tools and resources, including policy handbooks for the U.S. and Canada

• Review and tracks requests for deviations from established HR policies and procedures, ensuring proper documentation and escalation; partners with People & Culture to assess risk and recommend next steps

Reporting Relationship: The HR Compliance Manager reports to the Senior Manager of HR Compliance

Major Interdependencies: Operations, Field People & Culture Operations, Learning & Development, Legal, Internal Audit

Minimum Qualifications, Knowledge, Skills, and Work Environment:

• Education and Experience: the combination of education and professional experience must exceed 6 years:
  • In a technical role: Requires 6 years of experience in HR Compliance, HR Generalist, or a related HR function involving interpretation and application of employment laws and company policies

• • • A bachelor’s degree in a program related to the functional area can count for 2 of the 6-year requirement
    • An MBA or master’s level degree program related to the functional area can count for an additional 2 years of the 6-year requirement.

• • In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
• Specialized Training:
  • Training that leads to a strong understanding of federal, state, provincial, and local employment laws across multiple jurisdictions
• Specialized Skillset/Competencies/Traits:
  • Demonstrated experience ensuring consistent execution of policies and procedures across multiple locations and jurisdictions
  • Experience drafting, reviewing, and implementing HR policies and procedures
  • High attention to detail with ability to maintain accurate documentation and audit-ready records
  • Strong ability to interpret the broader impact of employment law compliance on day-to-day operations and business risk management
  • Ability to assess complex compliance scenarios and provide practical, business-aligned solutions
  • Strong written and verbal communication skills for diverse audiences, from front-line employees to senior executives

• Business acumen and also has the mindset required to understand the long-term implications of HR compliance planning and to advance the organization’s goals
• Demonstrated history of understanding the needs of the business, stakeholders, the employee population and individual circumstances
• Demonstrated history of creating and maintaining positive work environments 

• Location/Travel:
  • This role is based at a North America Support Center in either Bethesda, MD
  • Requires up to 20% travel to airport locations