Director, Employee Relations & HR Compliance
for sections present: About the role? Actually the posting includes "About Moove AV", "Position Summary", "Key Responsibilities", "Qualifications & Requirements". Also maybe "Leave, Accommodations & Safety" is part of responsibilities. We need to use for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we should only include sections when posting has real specific content. The posting does not have explicit Benefits, Pay, Schedule. So we should not include those headings. We should include sections: About Moove AV (maybe "About the role"? but we can use "About Moove AV" as heading? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It suggests those are examples; we can use appropriate headings based on content. Likely we should have sections: About Moove AV, Position Summary, Responsibilities, Qualifications & Requirements. Possibly also separate sub-sections like HR Compliance, Risk & Policy Management etc but those are within responsibilities; we can keep as list items.
We must not repeat job title as heading (not present). No Job ID.
We must use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. Remove boilerplate etc.
We need to output only HTML fragment.
Let's extract content:
About Moove AV paragraph: "At Moove AV, we aren’t just moving vehicles; we’re building the backbone of the autonomous revolution. Partnering with industry leaders like Waymo, we’re redefining fleet management and driving the commercialization of autonomous vehicles. We’re expanding globally and seeking passionate, innovative professionals to join our journey. If you’re ready to be at the forefront of cutting-edge technology and help make mobility safer, more efficient, and accessible, we want to hear from you!"
Position Summary: "The Mission: Powering the Autonomy Revolution, Moove AV is the silent engine behind the next generation of mobility. We don’t just manage fleets; we engineer the operational infrastructure that allows autonomous vehicle (AV) technology to scale globally. By partnering with industry leaders—including world-class OEMs, top tech providers, and key autonomous mobility pioneers like Waymo—we ensure that high-performance vehicle fleets are deployed with surgical precision, safety, and peak efficiency. As we expand into new domestic and international markets, building a compliant, fair, and high-integrity workplace culture is critical to our momentum. We are looking for a Director, Employee Relations & HR Compliance to architect our global compliance strategy, establish scalable workplace standards, and serve as the trusted advisor on all employee relations matters across a high-growth workforce."
Key Responsibilities: multiple bullet-like sentences. We need to turn each duty into
- . The responsibilities are long paragraphs with multiple sentences; we can split each sentence or each major duty into list items. The instruction: use
- for any list of duties/requirements/benefits. So we should create a
with each duty as - . We need to preserve all substantive information; we can break into items per sentence.
Let's list responsibilities sentences:
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
- Manage complex involuntary terminations, conducting legal risk assessments, guiding managers through the dismissal process, and coordinating severance agreements or release of claims.
- Track, analyze, and report on ER trends globally to identify root causes and proactively recommend training or policy updates.
Qualifications & Requirements: we need to list as
- . Let's extract:
- Experience: 10+ years of progressive HR experience, with a minimum of 7 years dedicated specifically to Employee Relations, HR Compliance, or Employment Law. Experience managing ER, global employment contracts, and immigration in EMEA and APAC is required.
- Education: Bachelor’s degree in Human Resources, Business, or a related field. (JD or Master’s in HR/Labor Relations is a strong plus).
- Expert Knowledge: Deep understanding of FMLA, ADA, Title VII, FLSA, FCRA, corporate immigration/visa processes, and a working knowledge of international employment contract structures, statutory requirements, and HR data privacy laws in target regions.
- Investigation Skills: Proven track record of conducting complex HR investigations and drafting formal, legally sound investigative reports.
- Certifications: SHRM-CP/SCP, PHR/SPHR, or specialized Employee Relations certification (e.g., AWI-CH) preferred.
- Global Acumen & Soft Skills: High emotional intelligence, impeccable confidentiality, strong coaching abilities, and the capacity to build scalable SOPs from scratch. Must possess the cultural awareness to handle sensitive issues across borders and the flexibility to accommodate meetings in EMEA and APAC time zones.
We should not include headings like "Benefits", "Pay", "Schedule" because not present.
We need to output HTML fragment: start with maybe but not required. Just output headings and content.
We'll do:
About Moove AV
At Moove AV, we aren’t just moving vehicles; we’re building the backbone of the autonomous revolution. Partnering with industry leaders like Waymo, we’re redefining fleet management and driving the commercialization of autonomous vehicles. We’re expanding globally and seeking passionate, innovative professionals to join our journey. If you’re ready to be at the forefront of cutting-edge technology and help make mobility safer, more efficient, and accessible, we want to hear from you!
Position Summary
The Mission: Powering the Autonomy Revolution, Moove AV is the silent engine behind the next generation of mobility. We don’t just manage fleets; we engineer the operational infrastructure that allows autonomous vehicle (AV) technology to scale globally. By partnering with industry leaders—including world-class OEMs, top tech providers, and key autonomous mobility pioneers like Waymo—we ensure that high-performance vehicle fleets are deployed with surgical precision, safety, and peak efficiency. As we expand into new domestic and international markets, building a compliant, fair, and high-integrity workplace culture is critical to our momentum. We are looking for a Director, Employee Relations & HR Compliance to architect our global compliance strategy, establish scalable workplace standards, and serve as the trusted advisor on all employee relations matters across a high-growth workforce.
Responsibilities
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It suggests those are examples; we can use appropriate headings based on content. Likely we should have sections: About Moove AV, Position Summary, Responsibilities, Qualifications & Requirements. Possibly also separate sub-sections like HR Compliance, Risk & Policy Management etc but those are within responsibilities; we can keep as list items.
We must not repeat job title as heading (not present). No Job ID.
We must use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. Remove boilerplate etc.
We need to output only HTML fragment.
Let's extract content:
About Moove AV paragraph: "At Moove AV, we aren’t just moving vehicles; we’re building the backbone of the autonomous revolution. Partnering with industry leaders like Waymo, we’re redefining fleet management and driving the commercialization of autonomous vehicles. We’re expanding globally and seeking passionate, innovative professionals to join our journey. If you’re ready to be at the forefront of cutting-edge technology and help make mobility safer, more efficient, and accessible, we want to hear from you!"
Position Summary: "The Mission: Powering the Autonomy Revolution, Moove AV is the silent engine behind the next generation of mobility. We don’t just manage fleets; we engineer the operational infrastructure that allows autonomous vehicle (AV) technology to scale globally. By partnering with industry leaders—including world-class OEMs, top tech providers, and key autonomous mobility pioneers like Waymo—we ensure that high-performance vehicle fleets are deployed with surgical precision, safety, and peak efficiency. As we expand into new domestic and international markets, building a compliant, fair, and high-integrity workplace culture is critical to our momentum. We are looking for a Director, Employee Relations & HR Compliance to architect our global compliance strategy, establish scalable workplace standards, and serve as the trusted advisor on all employee relations matters across a high-growth workforce."
Key Responsibilities: multiple bullet-like sentences. We need to turn each duty into
- . The responsibilities are long paragraphs with multiple sentences; we can split each sentence or each major duty into list items. The instruction: use
- for any list of duties/requirements/benefits. So we should create a
with each duty as - . We need to preserve all substantive information; we can break into items per sentence.
Let's list responsibilities sentences:
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
- Manage complex involuntary terminations, conducting legal risk assessments, guiding managers through the dismissal process, and coordinating severance agreements or release of claims.
- Track, analyze, and report on ER trends globally to identify root causes and proactively recommend training or policy updates.
Qualifications & Requirements: we need to list as
- . Let's extract:
- Experience: 10+ years of progressive HR experience, with a minimum of 7 years dedicated specifically to Employee Relations, HR Compliance, or Employment Law. Experience managing ER, global employment contracts, and immigration in EMEA and APAC is required.
- Education: Bachelor’s degree in Human Resources, Business, or a related field. (JD or Master’s in HR/Labor Relations is a strong plus).
- Expert Knowledge: Deep understanding of FMLA, ADA, Title VII, FLSA, FCRA, corporate immigration/visa processes, and a working knowledge of international employment contract structures, statutory requirements, and HR data privacy laws in target regions.
- Investigation Skills: Proven track record of conducting complex HR investigations and drafting formal, legally sound investigative reports.
- Certifications: SHRM-CP/SCP, PHR/SPHR, or specialized Employee Relations certification (e.g., AWI-CH) preferred.
- Global Acumen & Soft Skills: High emotional intelligence, impeccable confidentiality, strong coaching abilities, and the capacity to build scalable SOPs from scratch. Must possess the cultural awareness to handle sensitive issues across borders and the flexibility to accommodate meetings in EMEA and APAC time zones.
We should not include headings like "Benefits", "Pay", "Schedule" because not present.
We need to output HTML fragment: start with maybe but not required. Just output headings and content.
We'll do:
About Moove AV
At Moove AV, we aren’t just moving vehicles; we’re building the backbone of the autonomous revolution. Partnering with industry leaders like Waymo, we’re redefining fleet management and driving the commercialization of autonomous vehicles. We’re expanding globally and seeking passionate, innovative professionals to join our journey. If you’re ready to be at the forefront of cutting-edge technology and help make mobility safer, more efficient, and accessible, we want to hear from you!
Position Summary
The Mission: Powering the Autonomy Revolution, Moove AV is the silent engine behind the next generation of mobility. We don’t just manage fleets; we engineer the operational infrastructure that allows autonomous vehicle (AV) technology to scale globally. By partnering with industry leaders—including world-class OEMs, top tech providers, and key autonomous mobility pioneers like Waymo—we ensure that high-performance vehicle fleets are deployed with surgical precision, safety, and peak efficiency. As we expand into new domestic and international markets, building a compliant, fair, and high-integrity workplace culture is critical to our momentum. We are looking for a Director, Employee Relations & HR Compliance to architect our global compliance strategy, establish scalable workplace standards, and serve as the trusted advisor on all employee relations matters across a high-growth workforce.
Responsibilities
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
for prose. We need to preserve all substantive information; do not invent or summarize away detail. Remove boilerplate etc. We need to output only HTML fragment. Let's extract content: About Moove AV paragraph: "At Moove AV, we aren’t just moving vehicles; we’re building the backbone of the autonomous revolution. Partnering with industry leaders like Waymo, we’re redefining fleet management and driving the commercialization of autonomous vehicles. We’re expanding globally and seeking passionate, innovative professionals to join our journey. If you’re ready to be at the forefront of cutting-edge technology and help make mobility safer, more efficient, and accessible, we want to hear from you!" Position Summary: "The Mission: Powering the Autonomy Revolution, Moove AV is the silent engine behind the next generation of mobility. We don’t just manage fleets; we engineer the operational infrastructure that allows autonomous vehicle (AV) technology to scale globally. By partnering with industry leaders—including world-class OEMs, top tech providers, and key autonomous mobility pioneers like Waymo—we ensure that high-performance vehicle fleets are deployed with surgical precision, safety, and peak efficiency. As we expand into new domestic and international markets, building a compliant, fair, and high-integrity workplace culture is critical to our momentum. We are looking for a Director, Employee Relations & HR Compliance to architect our global compliance strategy, establish scalable workplace standards, and serve as the trusted advisor on all employee relations matters across a high-growth workforce." Key Responsibilities: multiple bullet-like sentences. We need to turn each duty into
- for any list of duties/requirements/benefits. So we should create a
- with each duty as
- . We need to preserve all substantive information; we can break into items per sentence.
Let's list responsibilities sentences:
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
- Manage complex involuntary terminations, conducting legal risk assessments, guiding managers through the dismissal process, and coordinating severance agreements or release of claims.
- Track, analyze, and report on ER trends globally to identify root causes and proactively recommend training or policy updates.
Qualifications & Requirements: we need to list as
- . Let's extract:
- Experience: 10+ years of progressive HR experience, with a minimum of 7 years dedicated specifically to Employee Relations, HR Compliance, or Employment Law. Experience managing ER, global employment contracts, and immigration in EMEA and APAC is required.
- Education: Bachelor’s degree in Human Resources, Business, or a related field. (JD or Master’s in HR/Labor Relations is a strong plus).
- Expert Knowledge: Deep understanding of FMLA, ADA, Title VII, FLSA, FCRA, corporate immigration/visa processes, and a working knowledge of international employment contract structures, statutory requirements, and HR data privacy laws in target regions.
- Investigation Skills: Proven track record of conducting complex HR investigations and drafting formal, legally sound investigative reports.
- Certifications: SHRM-CP/SCP, PHR/SPHR, or specialized Employee Relations certification (e.g., AWI-CH) preferred.
- Global Acumen & Soft Skills: High emotional intelligence, impeccable confidentiality, strong coaching abilities, and the capacity to build scalable SOPs from scratch. Must possess the cultural awareness to handle sensitive issues across borders and the flexibility to accommodate meetings in EMEA and APAC time zones.
We should not include headings like "Benefits", "Pay", "Schedule" because not present.
We need to output HTML fragment: start with maybe but not required. Just output headings and content.
We'll do:
About Moove AV
At Moove AV, we aren’t just moving vehicles; we’re building the backbone of the autonomous revolution. Partnering with industry leaders like Waymo, we’re redefining fleet management and driving the commercialization of autonomous vehicles. We’re expanding globally and seeking passionate, innovative professionals to join our journey. If you’re ready to be at the forefront of cutting-edge technology and help make mobility safer, more efficient, and accessible, we want to hear from you!
Position Summary
The Mission: Powering the Autonomy Revolution, Moove AV is the silent engine behind the next generation of mobility. We don’t just manage fleets; we engineer the operational infrastructure that allows autonomous vehicle (AV) technology to scale globally. By partnering with industry leaders—including world-class OEMs, top tech providers, and key autonomous mobility pioneers like Waymo—we ensure that high-performance vehicle fleets are deployed with surgical precision, safety, and peak efficiency. As we expand into new domestic and international markets, building a compliant, fair, and high-integrity workplace culture is critical to our momentum. We are looking for a Director, Employee Relations & HR Compliance to architect our global compliance strategy, establish scalable workplace standards, and serve as the trusted advisor on all employee relations matters across a high-growth workforce.
Responsibilities
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
- . Let's extract:
- Experience: 10+ years of progressive HR experience, with a minimum of 7 years dedicated specifically to Employee Relations, HR Compliance, or Employment Law. Experience managing ER, global employment contracts, and immigration in EMEA and APAC is required.
- Education: Bachelor’s degree in Human Resources, Business, or a related field. (JD or Master’s in HR/Labor Relations is a strong plus).
- Expert Knowledge: Deep understanding of FMLA, ADA, Title VII, FLSA, FCRA, corporate immigration/visa processes, and a working knowledge of international employment contract structures, statutory requirements, and HR data privacy laws in target regions.
- Investigation Skills: Proven track record of conducting complex HR investigations and drafting formal, legally sound investigative reports.
- Certifications: SHRM-CP/SCP, PHR/SPHR, or specialized Employee Relations certification (e.g., AWI-CH) preferred.
- Global Acumen & Soft Skills: High emotional intelligence, impeccable confidentiality, strong coaching abilities, and the capacity to build scalable SOPs from scratch. Must possess the cultural awareness to handle sensitive issues across borders and the flexibility to accommodate meetings in EMEA and APAC time zones.
We should not include headings like "Benefits", "Pay", "Schedule" because not present.
We need to output HTML fragment: start with maybe but not required. Just output headings and content.
We'll do:
- . We need to preserve all substantive information; we can break into items per sentence.
Let's list responsibilities sentences:
- Lead the HR compliance strategy for global expansion, designing and implementing foundational HR protocols, localized employment policies, and risk-mitigation frameworks as the company scales into new international markets.
- Design and implement Standard Operating Procedures (SOPs) for global HR compliance processes, ensuring clear, consistent communication of policy changes to leaders and employees.
- Oversee the global background screening program, ensuring strict compliance with FCRA regulations, state-specific talent acquisition laws (e.g., Ban the Box, Fair Chance Hiring), and international background check standards; lead individualized assessments and manage the pre-adverse and adverse action process.
- Partner with Payroll and Finance to ensure strict compliance with local wage and hour laws, including timing of final paychecks, overtime regulations (FLSA), and global pay standards.
- Oversee and ensure accurate, timely submission of all mandatory governmental reporting and audits, including EEO-1, state-mandated pay data reports, and equivalent international statutory filings.
- Continuously monitor, interpret, and implement local, state, federal, and international employment laws (including HR data privacy frameworks like GDPR), with a focus on US, EMEA, and APAC regulations.
- Manage and draft responses to legal claims and agency charges (e.g., EEOC, state labor boards, and equivalent international bodies) in partnership with internal/external legal counsel.
- Own the creation, maintenance, and distribution of Employee Handbooks and localized HR policies, ensuring multi-state and cross-regional compliance.
- In partnership with internal and external legal counsel, design, standardize, and maintain market-compliant offer letter templates, employment agreements, confidentiality/IP agreements, and restrictive covenants tailored to local, state, federal, and international requirements.
- Oversee global mobility and immigration compliance, managing visa sponsorship, work authorization verifications (e.g., Form I-9/E-Verify and statutory right-to-work checks), and vendor relationships with external immigration counsel.
- Oversee the administration of complex leave programs, including FMLA, state-specific family/medical leaves, and statutory leave entitlements in EMEA and APAC.
- Manage the interactive process for Americans with Disabilities Act (ADA) requests and global equivalents, determining and implementing reasonable accommodations.
- Partner directly with the Safety/EHS team on critical workplace safety protocols, including managing the "reasonable suspicion" process and drug/alcohol testing protocols.
- Guide and coach managers on effective performance management, including the development and execution of Performance Improvement Plans (PIPs) and corrective actions.
- Serve as the primary point of contact for complex employee relations issues, conflict resolution, and workplace climate, navigating cultural nuances across our global footprint.
- Lead and conduct objective, thorough, and timely workplace investigations regarding sensitive allegations, including harassment, discrimination, retaliation, and policy violations.
- Manage complex involuntary terminations, conducting legal risk assessments, guiding managers through the dismissal process, and coordinating severance agreements or release of claims.
- Track, analyze, and report on ER trends globally to identify root causes and proactively recommend training or policy updates.
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