The HR Compliance Manager manages CGS human resources compliance programs overall. Responsibilities include developing, analyzing, and filing annual EEO-1, Vets 4212, and California Pay reports per federal, state, and local regulations. Prepares and actively manages Affirmative Action Programs (AAPs), monitors and reports on AAP goals, and guides talent and site management teams to develop strategies and practices to support CGS’s commitment to affirmative action and equal opportunity. Works with key personnel to create an environment that invites and promotes diversity and inclusion. This position also audits human resources information systems data to ensure data integrity and human resource compliance needs are met.

Essential Duties & Job Functions:

Equal Employment Opportunity and Affirmative Action

• Leads OFCCP and Department of Labor (DOL) compliance reviews. Serves as a liaison between company sites and governmental agencies during OFCCP and DOL audits.
• Performs other related duties assigned.
• Creates and disseminates EEO and census codes for HRIS related functions which tie to annual reporting.
• Prepares and submits annual EEO-1, California Pay Data Report, and VETS 4212 filings.
• Prepares and files AAPs for CGS and all of its subsidiaries. This includes dissemination and delivery of all AAP reports ensuring all hiring practices meet regulatory and corporate goals.
• Trains company staff and management on current and pending regulations, laws and executive orders.
• Liaise with other departmental heads to ensure that all business operations are in line with business policies.
• Assists the Senior Director, Human Resources in the investigation and resolution of federal, state, county and local EEO compliance, discrimination charges, and other problem areas.
• Develops and provides training on AAP utilization goals.
• Oversee and support corrective action plans; design remedies and support the business in implementing and tracking their plans as required.
• Ensures compliance with federal and state anti-discrimination legislation, corporate policy, and management directives.
• Conducts, at least annually, an internal audit of policies, practices and procedures to identify potential risks, violations, and problems.
• Reviews job descriptions to ensure compliance with FLSA regulations.
• Conducts regular audits to ensure compliance with regulations and required training.

Diversity and Inclusion

• Advises leadership on strategic D&I plans.
• Stays current on latest diversity and inclusion practices.
• Develops key metrics for D&I reporting. Monitors and regularly reports metrics to leadership team.
• Develops recommendation for diversity and inclusion programs.
• Works with various departments to ensure diverse hiring processes across the organization.
• Helps drive diversity change across the organization through engagement.

• Keeps apprised of federal, state and local compensation laws and regulations in order to ensure company compliance.

Records Management

• Reviews and updates CGS HR document retention guidelines on a periodic basis to ensure that CGS’ document retention policy follows the Federal Regulation Acquisition System and other governmental agency requirements.

Mandatory:

• Strong proficiency with Microsoft Office Applications, such as Excel, Word, and PowerPoint.
• Superior interpersonal and analytical skills and professional demeanor.
• Hands-on experience with development and implementation of AAP programs and expertise with EEO-1 and VETS 4212 reporting.
• Experience with development and management of diversity and inclusion programs.
• In-depth knowledge of federal, state, county, and city EEO/Compensation laws and regulations.
• Strong attention to detail, organizational, and problem-solving skills.
• Expert knowledge of Equal Employment Opportunity (EEO) and Affirmative Action regulations and highly proficient in all aspects of Affirmative Action Plan (AAP) preparation, posting requirements and all levels of OFCCP Compliance review oversight (from desk audits to Corporate Management Reviews).
• Bachelor’s degree in Human Resources or a related field with seven (7) years’ experience with EEO/AAP/Compensation related matters.
• Experience compiling and analyzing data and developing appropriate and effective analytic and measurement tools using a human resource information system (HRIS).

Reasonable Accommodation:

CGS will provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities.