Human Resources Legal Compliance Advisor | Full Time | Day

Summary

The Human Resources Legal Compliance Advisor is responsible for ensuring that CHHS human resources practices adhere to all legal requirements, including local, state, and federal employment laws and regulations. This role requires an in-depth understanding of labor law, risk management, and compliance requirements related to employment in Healthcare. The HR Compliance Officer works closely with legal teams, HR professionals, and senior management to create and enforce policies and procedures that align with our core values, minimize legal risks and maintain an ethical workplace.

Education

A Juris Doctor (JD) degree or a Master’s degree in Human Resources, Business Administration, or a related field required. An advanced degree or certification in employment law or human resources (e.g., SHRM-SCP, PHR) is highly preferred.

Experience

At least 5 years of experience in human resources, legal compliance, or a related field with a strong focus on employment law. Experience working in healthcare or law firm experience working with healthcare clients.

Knowledge

• Extensive knowledge of labor and employment laws including FLSA, ADA, FMLA, OSHA, EEO, Title VII, and other relevant laws.
• Familiarity with HRIS (Human Resource Information Systems) and compliance tracking tools.
• Understanding of regulatory agencies and reporting requirements.
  
  

Skills

• Legal Acumen: Strong understanding of legal concepts, regulatory frameworks, and compliance issues.
• Attention to Detail: Ability to review complex legal documents, policies, and contracts for compliance.
• Communication Skills: Strong written and verbal communication skills for drafting policies, training materials, and providing legal advice to management and HR teams.
• Problem-Solving: Ability to navigate complex legal and HR challenges and offer practical solutions.
• Ethical Judgment: Sound ethical judgment when handling sensitive information and resolving disputes.
  
  

Responsibilities

Legal Compliance Monitoring:

• Ensure the CHHS complies with all federal, state, and local labor and employment laws, including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Occupational Safety and Health Act (OSHA), Equal Employment Opportunity (EEO) laws, Americans with Disabilities Act (ADA), and other relevant regulations.
• Stay current on legislative and regulatory changes impacting HR policies, ensuring prompt updates to CHHS practices.
• Conduct annual DNV, DHHS and CMS risk analysis and work collaboratively to create strategies to mitigate risks.
  
  

Policy Development And Implementation

• Develop, review, and revise CHHS HR policies and practices to comply with applicable labor laws and legal standards.
• Implement procedures and guidelines for addressing legal issues, including employee grievances, complaints, or potential violations.
  
  

Risk Management And Auditing

• Conduct regular audits of HR practices and CHHS records to ensure compliance with legal and regulatory requirements
• Identify potential risks and collaborate with HR and CHHS leaders to create mitigation strategies to reduce risks. Assist with risk management strategies by identifying and mitigating legal and compliance risks related to HR operations, such as wrongful termination, harassment, discrimination, or wage and hour issues.
• Prepare for and participate in external audits or inspections from regulatory bodies like the Department of Labor (DOL) or Equal Employment Opportunity Commission (EEOC) and others.
  
  

Legal Consultations And Support

• Collaborate with legal counsel on various HR-related legal matters, including employment litigation, disputes, and regulatory inquiries.
• Provide legal advice to HR teams and management on compliance issues, such as hiring practices, termination procedures, discrimination claims, and workplace safety.
• Support the HRBP’s during investigations, arbitrations, or litigation, ensuring that the CHHS adheres to legal protocols.
  
  

Training And Education

• Design and implement training programs for managers and HR professionals on legal compliance topics such as workplace harassment, discrimination prevention, labor law requirements, and employee rights.
• Educate employees on their rights and responsibilities under CHHS policies and employment laws.
  
  

Employee Relations

• Work closely with HR on investigations related to legal or compliance issues, including workplace harassment, discrimination, retaliation, and wage disputes.
• Work closely with HRBP’s managers to ensure appropriate handling of sensitive legal issues, including terminations, discipline, and internal investigations.
  
  

Recordkeeping And Documentation

• Monitors for accurate and complete records for compliance purposes, including personnel files, benefit documentation, wage and hour records, and training logs.
• Ensure proper documentation for audits, legal inquiries, and compliance reporting requirements.
• Works with outside counsel on the creation and analysis of the annual Affirmative Action Plan and communicate goals established.
• Submit required reports to government agencies (e.g., EEO-1 reports, OSHA logs, wage data reports) in a timely manner.
  
  

Employment Contracts And Agreements

• Review and update HR employment contracts, agreements, and other legal documents related to employment to ensure compliance with applicable laws and CHHS policies.
• Assist with the negotiation and drafting of contracts for high-level hires, independent contractors, and other employment-related agreements.
  
  

Collaborate With Other Departments

• Work with other departments (such as finance, risk management, and operations) to ensure HR compliance across all aspects of CHHS.
• Provide guidance and support legal considerations for HR decisions and business operations.
  
  

Concord Hospital is an Equal Employment Opportunity employer. It is our policy to provide equal opportunity to all employees and applicants and to prohibit any discrimination because of race, color, religion, sex, sexual orientation, gender, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status.

Know Your Rights: Workplace Discrimination is Illegal

Applicants to and employees of this company are protected under federal law from discrimination on several bases. Follow the link above to find out more.

If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, you may contact Human Resources at 603-230-7269.

Physical And Work Environment Requirements

The physical demands and characteristics of the work environment described here are representative of those that will be encountered by an employee to successfully perform the essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The Dictionary of Occupational Titles Material Handling Classification is SEDENTARY. The employee must regularly lift, carry or push/pull less than 10 pounds, frequently lift, carry or push/pull less than 10 pounds, and occasionally lift, carry or push/pull up to 10 pounds.

The employee is frequently required to hear, sit, walk, and speak. The employee is occasionally required to stand.

Specific vision abilities required by this job include near vision.

The noise level in the work environment is usually moderate.