HR Compliance Senior Executive

The HR Compliance Senior Executive plays a critical role in ensuring the organization’s adherence to applicable labor laws, employment regulations, and internal HR policies. This role monitors regulatory developments, supports the design and implementation of compliance programs, conducts internal reviews, and provides guidance to mitigate HR-related risks. As a subject matter expert, the incumbent proactively identifies potential compliance gaps and helps foster a culture of ethical, lawful, and consistent employment practices.

• Education: Bachelor's degree in Human Resources, Law, Business Administration, Industrial Relations, or related field.
• Experience: 3–5 years of progressive experience in HR compliance, labor relations, or employment law-focused HR roles.
• Legal Knowledge: In-depth knowledge of local labor laws, employment standards, and relevant regulations, including the Philippine Labor Code and related issuances. Familiarity with data privacy and occupational safety and health standards is an advantage.
• Analytical Skills: Strong analytical, research, and problem-solving abilities to interpret complex legal texts and apply them to practical HR scenarios.
• Communication Skills: Excellent written and verbal communication skills, with the ability to articulate complex legal concepts clearly and concisely to diverse audiences.
• Attention to Detail: Meticulous attention to detail and accuracy in all work.
• Ethical Judgment: High level of integrity, discretion, and ethical judgment in handling sensitive and confidential information.
• Proactive and Independent: Ability to work independently, manage multiple priorities, and proactively identify and address compliance issues.
• Technology Proficiency: Proficient in HRIS (Human Resources Information Systems) and Microsoft Office Suite (Word, Excel, PowerPoint).

1. Regulatory Monitoring and Research:

• Monitor changes in local labor laws and regulations, including Philippine labor standards, as well as applicable national, international, industry, and HR compliance requirements.
• Conduct research to assess the impact of new or revised legislation on company policies, processes, and operations.
• Prepare concise summaries and analyses of regulatory updates for internal stakeholders.

1. Policy Development and Implementation:

• Translate legal and regulatory requirements into clear, actionable, and compliant HR policies, procedures, and guidelines.
• Review and update HR policies, employee handbooks, and compliance documents to ensure continued alignment with legal mandates and organizational standards.
• Support the implementation and communication of new policies and procedures across the organization.

1. Compliance Audits and Risk Management:

• Conduct regular internal reviews of HR processes, records, and systems, including payroll, timekeeping, employee data, and disciplinary actions, to identify compliance gaps and potential risks.
• Analyze review findings and recommend corrective actions or process improvements to strengthen compliance.
• Develop and support mitigation strategies to prevent recurring compliance risks.

1. Advisory and Consultation:

• Serve as a primary point of contact and subject matter expert for HR and business leaders on labor law and compliance-related inquiries.
• Provide timely and accurate guidance on employee relations, disciplinary actions, terminations, wages, benefits, leave administration, non-discrimination, and other employment-related matters.
• Partner with HR Business Partners to ensure practices remain consistent with legal requirements and company policies.

1. Documentation and Reporting:

• Maintain accurate and organized records of compliance-related activities, policies, internal reviews, and investigations.
• Prepare compliance reports for management, highlighting key findings, risks, and recommended actions.
• Ensure required regulatory filings and reports are completed accurately and on time.

1. Investigation Support:

• Support internal investigations related to HR compliance matters, including harassment claims, discrimination allegations, or policy violations, while ensuring fairness and adherence to due process.
• Assist in gathering evidence, documenting findings, and maintaining investigation records.

1. Cross-Functional Collaboration:

• Collaborate with Legal, Payroll, Operations, and other departments to enable integrated and consistent compliance practices.
• Participate in special projects and initiatives that enhance organizational compliance, governance, and operational efficiency.