Manager, Global HR Compliance and Operations

We need to output HTML fragment with sections: About the role? Actually we have Position Overview, Key Job Responsibilities, Job Qualifications, Work Environment, Salary Pay Range, Benefits mention, etc. We must use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should map content accordingly. We must not repeat job title as heading. No Job ID. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "For more information on our Competency Group..." etc. Also remove "Click here to view the benefits options..." etc. Also remove "We pride ourselves..." etc. We need to preserve substantive info. We need sections only when posting has real specific content. So we need sections: About the role (maybe from Position Overview), Responsibilities (Key Job Responsibilities), Qualifications (Job Qualifications), Skills (maybe from competency group? but that seems generic; we could include Skills if there is specific content: "Strong working knowledge of U.S. employment laws... Strong risk awareness... Ability to translate legal... High level of integrity... Strong project management... Effective communicator..." That's skills. Could put under Skills. Benefits: posting mentions benefits but no specifics; just "Encore is committed to providing the best benefits options..." and a link. No specific benefits listed, so we should NOT create Benefits section because no specific content. Pay: we have salary range $122,846 - $159,700. So we can create Pay section with that. Schedule: we have Work Environment mentions irregular hours, on-call status including days, evenings, weekends, holidays. That's schedule info. So we can create Schedule section. We must not create sections with filler like "commensurate with experience". We have actual content. We need to use

• for any list of duties/requirements/benefits. So for Responsibilities we should list bullet points. For Qualifications also bullet list. For Skills also bullet list. For Pay maybe just a paragraph. For Schedule maybe paragraph. We need to preserve all substantive info; do not invent or summarize away detail. So we need to include all bullet points from responsibilities, qualifications, etc. However we must avoid duplication (there are duplicated lines like "Prior experience partnering with Internal Audit..." appears twice). We should keep only one instance. We need to parse the responsibilities section: It has many subparts with headings like "Global HR Compliance & Governance", "Regulatory & Employment Law Compliance", "B. SOX & Audit Readiness (Explicit)", "Policy Implementation & Training", "Cross-Functional Collaboration", "Continuous Improvement & Scalability". Under each there are sentences. We need to extract each duty as bullet. We must not invent headings; we can just list bullets under Responsibilities. Similarly Qualifications: list bullet points. Skills: from competency group and other statements: "Strong working knowledge of U.S. employment laws and exposure to international labor regulations", "Demonstrated experience operating within formal governance, audit, and control environment", "Strong risk awareness and sound judgment", "Ability to translate legal and regulatory requirements into practical HR solutions", "High level of integrity, discretion, and confidentiality", "Strong project management and organizational skills", "Effective communicator across cultures and geographies". Also maybe "Deliver World Class Service Hospitality Ownership Do The Right Thing Manages Ambiguity Drive Results Directs Work Achieves Goals See The Big Picture Financial Acumen Value People Builds Effective Teams" - that seems like competency group list; could be considered skills. We'll include those as bullet points as well. But we need to avoid duplication: The competency group list appears as a list of competencies; we can treat each as skill. Now Pay: we have salary range. Schedule: from Work Environment: "Office Work is performed primarily in an office environment. Working times may include irregular hours and on-call status including days, evenings, weekends, and holidays. Team members must adhere to appearance guidelines as defined by Encore based in an office environment and when traveling, on an individual venue or a representation of venues in that city or area." Also there is a sentence about not exhaustive list etc. We should keep substantive: office environment, irregular hours, on-call, appearance guidelines. We should remove the sentence about not exhaustive list etc. Also remove "While this is intended to be an accurate reflection..." etc. Now produce HTML. Structure:

  About the role

  Position Overview ...

  We need to include the Position Overview paragraph(s). There's a paragraph: "The Global Manager of HR Compliance Operations is accountable for ensuring the Company’s global HR policies, practices, and programs comply with applicable employment laws, regulatory requirements, and internal governance standards across all jurisdictions in which the Company operates. This role serves as a key risk‑management partner to HR, Legal, and business leaders, ensuring consistent application of compliance frameworks while enabling operational effectiveness in a publicly traded environment. The role requires deep knowledge of U.S. and international employment regulations, strong internal controls discipline, and the ability to translate complex legal requirements into practical, scalable HR processes. The HR Compliance Manager will report to the Vice President of HR Technology and Operations." We'll put that in

  . Then Responsibilities:

  Responsibilities

  • Own and oversee the Company’s global HR compliance framework, ensuring alignment with local, regional, and international employment laws and regulations
  • Monitor regulatory developments and assess impact on HR policies, programs, and practices across jurisdictions
  • Develop, maintain, and update HR policies and standards to ensure consistency, compliance, and audit readiness
  • Ensure alignment with public company governance expectations and internal risk management frameworks
  • Partner with Legal to interpret and operationalize employment law requirements, including wage and hour, leave laws, worker classification, data privacy, and employee relations standards
  • Support compliance with U.S. federal and state regulations (e.g., FLSA, FMLA, ADA, EEO, OSHA) and applicable international labor laws
  • Oversee compliance with global data privacy and employee data protection requirements (e.g., GDPR and similar frameworks)
  • Provide guidance to HR and business leaders on compliant employment practices
  • Oversight of compensation compliance controls, including: Pay equity and bias testing governance; Minimum wage, salary threshold, and incentive plan compliance across jurisdictions; Partnership with Total Rewards to ensure incentive plans and equity programs are administered consistently with documented compensation philosophy; Compliance review of equity eligibility, forfeiture, termination, and payment mechanics in coordination with Legal and Finance
  • Lead HR compliance audits; coordinate responses to internal and external audit reviews; maintain HR compliance documentation, controls, and evidence to support SOX and enterprise risk management requirements
  • Identify, assess, and mitigate HR-related compliance risks; escalate issues appropriately
  • Direct responsibility for HR SOX control design, testing support, documentation, and remediation
  • Experience supporting external auditors on HR, compensation, and equity‑adjacent controls
  • Ownership of HR compliance evidence repositories and audit trails
  • Track remediation plans and ensure timely resolution of identified gaps
  • Drive global rollout and consistent implementation of HR policies and compliance programs
  • Develop and deliver compliance training for HR partners, people managers, and employees
  • Serve as a subject-matter expert and escalation point for complex compliance issues
  • Partner closely with Legal, Internal Audit, Compliance, Payroll, Data Privacy, and regional HR teams
  • Support HR compliance aspects of mergers, acquisitions, reorganizations, and global expansions
  • Act as a trusted advisor to HR leadership on compliance strategy and risk implication
  • Evaluate and improve HR compliance processes to enhance efficiency, consistency, and scalability
  • Leverage technology and data to monitor compliance, track issues, and improve reporting
  • Benchmark practices against public company and global best practices
  • Experience supporting an organization through IPO readiness, SEC registration, or transition from private to public company
  • Demonstrated experience operating in a high‑governance, pre‑IPO or publicly traded environment, with strong partnership across HR, Legal, Finance, Internal Audit, and external advisors
  But we need to avoid duplication: Some items like "Experience supporting external auditors on HR, compensation, and equity‑adjacent controls" appears maybe only once. Also "Experience supporting an organization through IPO readiness..." appears once. Also "Demonstrated experience operating in a high‑governance..." appears once. Now Qualifications:

  Qualifications

  • Bachelor's degree in Human Resources, Business, Legal Studies, or related field
  • Advanced degree (JD, MBA, or Master’s) in HR or Compliance preferred
  • HR or compliance certifications (PHR/SPHR, SHRM‑SCP, CCP, or equivalent) preferred
  • 7+ years of experience in HR compliance, employee relations, HR operations, or employment law
  • Experience with GDPR and global data privacy compliance
  • Prior experience partnering with Internal Audit or enterprise compliance functions and familiarity with increased disclosure, governance, and documentation standards post-IPO
  • Experience supporting HR compliance in a global, publicly traded organization
  • Strong working knowledge of U.S. employment laws and exposure to international labor regulations
  Note: "Prior experience partnering with Internal Audit or enterprise compliance functions..." appears twice; we keep one. Now Skills: We can include the competency group list and other skill statements.

  Skills

  • Deliver World Class Service
  • Hospitality
  • Ownership
  • Do The Right Thing
  • Manages Ambiguity
  • Drive Results
  • Directs Work
  • Achieves Goals
  • See The Big Picture
  • Financial Acumen
  • Value People
  • Builds Effective Teams
  • Strong working knowledge of U.S. employment laws and exposure to international labor regulations
  • Demonstrated experience operating within formal governance, audit, and control environment
  • Strong risk awareness and sound judgment
  • Ability to translate legal and regulatory requirements into practical HR solutions
  • High level of integrity, discretion, and confidentiality
  • Strong project management and organizational skills
  • Effective communicator across cultures and geographies
  Note: "Strong working knowledge of U.S. employment laws..." already appears in Qualifications; but it's also a skill; duplication maybe okay but we could avoid duplication. The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. Duplication is not prohibited but we might want to avoid repeating same sentence. However it's okay if it's in both sections? Might be considered duplication but not harmful. However we could remove from Skills to avoid redundancy. But we need to keep all substantive info; if we remove it from Skills, we still have it in Qualifications, so info is preserved. So we can omit duplicate. Thus Skills list will exclude that duplicate. Now Pay:

  Pay

  Salary Pay Range: $122,846.00 - $159,700.00

  We could also include note about compensation determined based on qualifications, location, etc. That's substantive. The posting includes: "The compensation offered for this role is determined based on the qualifications outlined in the job posting for the specified location. Final compensation is based on a number of factors including location, travel, relevant work experience, or particular skills and expertise. In addition, some positions may be eligible for other compensation such as potential overtime, bonuses