Risk & Compliance Analyst, Human Capital

About the Role We are seeking a detail-oriented HR Compliance Specialist with 2–5 years of professional HR or compliance experience to join our growing team.

This role is ideal for an HR professional who thrives in a fast-paced environment and is passionate about ensuring compliance with employment laws, internal policies, and industry regulations.

Key Responsibilities Monitor and ensure organizational compliance with federal, state, and local employment laws and regulations.

Develop, implement, and update HR policies and procedures to align with legal requirements and best practices.

Conduct internal audits of HR practices, files, and systems to identify risks and recommend corrective actions.

Manage compliance-related reporting, including EEO, ACA, and other government-mandated filings.

Provide guidance and training to managers and employees on compliance issues, policies, and ethical workplace practices.

Maintain accurate employee records and ensure HRIS data integrity in line with regulatory standards.

Partner with legal and HR leadership on investigations, audits, and regulatory reviews.

Support risk management efforts related to employee relations, workplace safety, and data privacy.

Qualifications Bachelor’s degree in Human Resources, Business Administration, Legal Studies, or a related field. 2–5 years of HR experience, with a focus on compliance, employee relations, or risk management.

Strong knowledge of employment law (EEO, FMLA, ADA, FLSA, etc.) and regulatory requirements.

Excellent attention to detail, organizational, and problem-solving skills.

Strong interpersonal and communication abilities with the capacity to explain complex policies clearly.

Proficiency with HRIS systems and compliance-reporting tools.

Preferred Skills Experience in a fast-growing or mid-sized organization.

HR or compliance certification (PHR, SHRM-CP, or Certified Compliance & Ethics Professional) is a plus.

Demonstrated ability to manage sensitive information with integrity and discretion.

Knowledge of talent acquisition and full-cycle recruiting best practices.

Experience supporting performance management and employee engagement initiatives.

Strong background in employee relations and conflict resolution.

Ability to design and deliver employee training and development programs.

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