Director of Human Resources, Compliance and Employee Relations (In-Office)

Job Details Description Founded on a passion for creating meaningful experiences and lasting relationships, KemperSports is built on the belief that great hospitality starts with exceptional team members. Since opening Kemper Lakes Golf Club in 1978, KemperSports has grown to over 10,000 team members by empowering passionate individuals to create memorable moments for guests, members, clients and communities. KemperSports is a leading sports, entertainment and hospitality company that delivers operational excellence in property and experience management. Headquartered in Chicago with regional offices throughout the U.S., KemperSports manages more than 140 golf courses, private clubs, sports venues and destination resorts nationwide. It has more golf properties named among the top 100 U.S. public and resort courses as rated by GOLF Magazine, Golf Digest and Golfweek than any other management company. Essential Duties And Responsibilities Lead programs that support compliance with federal, state, and local employment requirements. Monitor changes in employment law and evaluate their potential effect on company policies and business practices. Partner with legal counsel to update policies when laws or regulatory expectations change. Provide guidance regarding wage-and-hour, background-check, recordkeeping, equal-employment opportunity, anti-discrimination, anti-harassment, retaliation, disability accommodation, protected leave, and other employment-related compliance. Conduct or oversee internal compliance reviews and risk assessments. Develop corrective-action plans to address audit findings, policy gaps, or inconsistent practices. Ensure employment-related records are accurate, confidential, appropriately retained, and accessible only to authorized individuals. Ensure policies are practical, legally compliant, and aligned with company culture and operating needs. Establish policy-governance standards, including ownership, approval, communication, training, version control, and periodic review. Translate complex regulatory requirements into clear instructions for associates and leaders. Develop manager resources, investigation protocols, decision guides, escalation procedures, and compliance checklists. Coordinate responses to government-agency requests, subpoenas, personnel-file requests, legal holds, and employment-related documentation requests. Use data to identify locations, departments, or practices requiring intervention. Measure the effectiveness of preventive programs and recommend continuous improvements. Support consistent implementation of the Team Member Handbook. Develop and deliver training on employment compliance, and safety. Educate leaders on recognizing and escalating potential associate-relations or safety concerns. Evaluate training effectiveness using completion data, case trends, audit findings, safety incidents, and leader feedback. Support compliant background-check and pre-employment notification processes. Identify recurring employee-relations trends and recommend policy, training, or process improvements. Partner with HR business partners, finance, payroll, and legal counsel on sensitive, complex, or high-risk employee matters. Conduct or support workplace investigations, document findings, and recommend appropriate resolutions. Qualifications Bachelor’s degree required; Juris Doctor, preferred. At least 5 years of progressive experience in human resources, employment law, compliance, or a related field. Experience supporting a large, geographically distributed, non-exempt, field-based workforce. Significant experience managing employee relations and compliance matters in California. Demonstrated knowledge of federal and state employment laws and workplace-safety requirements. Experience advising leaders on high-risk employee relations and compliance matters. Experience managing programs across a multi-location organization. Experience working with employment counsel, insurance providers, claims administrators, or government agencies. Strong analytical, strategic-planning, project-management, and change-management capabilities. Excellent written, verbal, presentation, interviewing, and documentation skills. Ability to handle highly confidential and sensitive matters with discretion. Ability to manage several complex priorities and respond effectively to urgent situations. Proficiency with HR information systems, case-management platforms, reporting tools, and standard office applications. Classification Full-Time Salaried, Exempt