The HR Compliance Senior Manager ensures completion of all required compliance reporting and partners with Legal on the development of AAP plans and programs. This role also oversees compliance of HR systems and processes with data privacy requirements and SOX controls. The HR Compliance Senior Manager partners with DE&I, Talent Acquisition and Compensation in the development and implementation of compliance-related enterprise workforce analytics.
All incumbents are responsible for following applicable Division & Company policies and procedures.
Scope of Authority - span of control (work unit, site, department, division, etc.), monetary value of budget/spend authority ( capital, operating, etc.), P&L responsibility, etc.
Endo’s US-based organizations
Key Accountabilities - key outcomes/deliverables, the major responsibilities, and % of time
% of Time
EEO & AAP Subject Matter Expert
§ Timely completion of all government reporting, and partnership with DE&I to ensure compliance for Company’s affirmative action programs and all related federal, state and local EEO requirements, including but not limited to E.O. 11246, Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act to manage risk and exposure.
§ Partner with Legal and external firm to develop AAP plans and programs, guidelines, initiatives, and performance standards and conduct analysis to identify issues and develop responsive action plans.
§ In conjunction with DE&I, and Legal Department, serve as Company’s liaison to AAP/EEO Consultant, U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) for all stages of the compliance review process (e.g., inquiries, requests for information, desk audits, on-site reviews and conciliation process). Conduct internal audits/reviews (at the direction of the Company’s legal counsel) to evaluate AAP compliance.
§ Manage Company response to external audits and requests for EEO/AA information; provide direction to HRBPs, and other stakeholders to document processes, decisions and initiatives as proof of compliance.
o Lead the planning and execution of periodic Self-ID surveys of all US team members, including communications strategy and implementation.
o Assess overall compliance of policies, procedures, websites, data and processes against EEO regulations. Lead efforts to provide accommodations to applicants and ensure accessibility to career sites.
§ Actively maintain knowledge of regulatory processes affecting EEO/AA compliance and develop strategies and actions accordingly. Provide regular communication and training to business entities with respect to EEO/AA issues.
§ Partner with DE&I to provide ongoing training for Talent Acquisition, Compensation and HRBPs on the changing regulatory landscape.
§ Assess compliance of global HR systems and processes with country-specific data privacy requirements. Oversee initiatives to correct any identified deficiencies.
§ Actively maintain knowledge of evolving data privacy regulations and provide communication and training to the global HR team as needed.
§ Ensure alignment of HR systems and processes with SOX control requirements. Respond to periodic SOX audit requests from internal and external auditors.
Compliance-related Enterprise Workforce Analytics
§ Partner with DE&I and talent acquisition teams to develop and direct compliance-related recruitment strategies, programs and guidelines, with a strong focus on ensuring diverse candidate slates and meeting goals in underrepresented areas. Ongoing monitoring of data to assess effectiveness.
§ Partner with DE&I in the development of various analytics including workforce demographics/composition and pay equity.
§ Partner with HR leadership to report on key Environmental, Social and Governance (ESG) metrics. Assess current metrics and identify opportunities for enhanced analyses.
Education & Experience
Minimal acceptable level of education, work experience and certifications required for the job
§ Bachelor's degree, and some specialized experience and/or training in Labor Relations, HR, or a closely related field.
§ A minimum of 10 years direct experience in EEO matters
§ A minimum of 3-5 years in an EEO management role
§ Government experience in an investigative capacity is strongly preferred
Proficiency in a body of information required for the job
e.g. knowledge of FDA regulations, GMP/GLP/GCP, Lean Manufacturing, Six-Sigma, etc.
§ Expansive knowledge of EEO/Affirmative Action laws and regulations, related employment laws, and government investigative procedures
§ Understanding of the development and implementation of various Human Resources policies that drive our business and ensure a compliant workforce.
Often referred to as “competencies”, leadership attributes, skills, abilities or behaviors that may be enterprise, functional or job specific e.g. coaching, negotiation, calibration, technical writing etc.
§ Strong analytical and reporting skills
§ Strong project management skills
§ Ability to advise, and interact effectively with, all levels of leadership
§ Excellent organizational skills, with the ability to direct and manage several projects concurrently
§ English language skills - excellent written and verbal communication
§ Ability to prepare and facilitate affirmative action plans
§ High level of interpersonal skills to handle sensitive and confidential situations and documentation