hr compliance manager

arsons placement

*Urgent Requirement for Garments Export House located in Gurugram.**Hr &amp; Compliance Manager*Salary- 80 to 90kExperience- 10 to 15 years of export house as compliance.Knowledge of all type of audits like ics, Bsci, sedex, buyer audit, gots, ocs, gra, higg etc.Independent handling all the audit requirement.Interested Candidates with Excellent Communication skills may forward their CVs atarsonsarti@gmail.comarsonhr@gmail.comarsons@consultant.comor may speak at 9212091051, 9217179339, 9810979933Regards*ARSONS PLACEMENT*28, Amarapali Complex,Z- Block, Sector- 12, NoidaJob Type: PermanentPay: ₹80,000.00 - ₹90,000.00 per monthBenefits:<ul><li>Provident Fund</li></ul>Work Location: In person

HR & Compliance Manager

Ethnotech Academic Solutions

We&rsquo;re seeking a hands-on HR Manager with strong experience in HR policy design, implementation, and compliance to support a rapidly scaling EdTech organization.What You&rsquo;ll Do:<ul><li>Own and drive end-to-end HR policies across the organization</li><li>Ensure statutory compliance (labor laws, POSH, audits)</li><li>Manage employee lifecycle, employee relations, and disciplinary matters</li><li>Lead performance management and engagement initiatives</li><li>Partner with leadership to build scalable HR frameworks</li></ul>What We&rsquo;re Looking For:<ul><li>MBA/PGDM in HR</li><li>7+ years of HR experience (EdTech/Education preferred)</li><li>Proven expertise in HR policies and compliance</li><li>Strong stakeholder and communication skills</li></ul>Job Types: Full-time, PermanentPay: Up to ₹70,096.74 per monthBenefits:<ul><li>Provident Fund</li></ul>Work Location: In person

HR Manager

Sarah's Home

POSITION SUMMARYThe Human Resources Manager serves as the organization-wide HR professional for Sarah's Home Corp, providing strategic HR leadership, policy development, regulatory compliance, and operational HR support across all programs including Sarah's Home (RCCF), Daniel Academy (in development), Aspire Academy, and Community Programs. This position ensures that all personnel practices align with employment law, organizational values, and the unique requirements of operating a faith-based nonprofit serving survivors of trauma.Reporting to the Board of Directors, the HR Manager develops and implements HR systems, policies, and practices that support the organization's mission while ensuring compliance with federal and state employment regulations, including specialized requirements for licensed child care facilities. The HR Manager partners with program leadership to build a strong, mission-aligned workforce and foster a healthy organizational culture.In addition to HR responsibilities, this position serves as a member of the Sarah's Home Advisory Board, providing HR expertise and perspective on personnel matters related to RCCF compliance, staffing, and operations. Clear boundaries are maintained between HR operational responsibilities and Board governance oversight.ESSENTIAL DUTIES AND RESPONSIBILITIESSTRATEGIC HR LEADERSHIP<ul><li>Develop and implement comprehensive HR strategy aligned with organizational mission, values, and strategic goals</li><li>Provide strategic counsel to Director of Operations on workforce planning, organizational development, and talent management</li><li>Assess organizational culture and recommend initiatives to enhance employee engagement, retention, and wellness</li><li>Lead HR aspects of organizational growth including new program launches and scaling existing programs</li><li>Partner with program directors to anticipate HR needs and proactively address workforce challenges</li><li>Monitor HR trends, best practices, and regulatory changes affecting nonprofit and child welfare organizations</li></ul>POLICY DEVELOPMENT &amp; COMPLIANCE<ul><li>Develop, update, and maintain comprehensive personnel policies and employee handbook</li><li>Ensure compliance with federal and state employment laws including FLSA, FMLA, ADA, Title VII, Colorado labor laws</li><li>Maintain compliance with child welfare licensing requirements for personnel (background checks, training, qualifications)</li><li>Ensure RCCF personnel practices meet Colorado CDHS licensing standards (12 CCR 2509-8)</li><li>Develop and implement policies specific to faith-based organization status and religious exemptions</li><li>Maintain compliance with I-9, E-Verify, and employment eligibility verification requirements</li><li>Review and update policies regularly to reflect legal changes and organizational needs</li><li>Coordinate with legal counsel on employment-related matters and policy review</li></ul>RECRUITMENT &amp; TALENT ACQUISITION<ul><li>Lead recruitment strategy and processes for all positions across the organization</li><li>Develop job descriptions in collaboration with program leadership ensuring regulatory compliance</li><li>Post positions on appropriate job boards, faith-based networks, and professional organizations</li><li>Screen applications, conduct initial phone interviews, and coordinate interview processes</li><li>Ensure hiring practices assess both professional qualifications and faith/mission alignment</li><li>Conduct reference checks and employment verification</li><li>Coordinate background check processes (CBI, FBI, Trails) for all positions requiring clearance</li><li>Prepare offer letters and employment agreements</li><li>Track recruitment metrics and continuously improve hiring processes</li></ul>ONBOARDING &amp; EMPLOYEE LIFECYCLE MANAGEMENT<ul><li>Design and implement comprehensive onboarding program for new employees</li><li>Coordinate new hire orientation including organizational culture, mission, values, and expectations</li><li>Ensure all new hire paperwork is completed (I-9, W-4, direct deposit, emergency contacts, acknowledgments)</li><li>Establish personnel files with all required documentation per organizational and regulatory requirements</li><li>Track and manage employee lifecycle events including promotions, transfers, leave, and separations</li><li>Conduct exit interviews and analyze turnover data to identify retention opportunities</li><li>Process employment verifications and respond to unemployment claims</li></ul>PERFORMANCE MANAGEMENT &amp; EMPLOYEE RELATIONS<ul><li>Develop and implement performance evaluation systems and processes</li><li>Train managers on effective performance management, feedback, and coaching</li><li>Provide guidance on addressing performance issues and implementing performance improvement plans</li><li>Support progressive discipline processes ensuring consistency and legal compliance</li><li>Advise managers on employee relations issues including conflicts, complaints, and concerns</li><li>Conduct workplace investigations as needed (harassment, discrimination, policy violations)</li><li>Facilitate conflict resolution and mediation between employees or departments</li><li>Maintain confidentiality and serve as trusted advisor for sensitive employee matters</li><li>Partner with leadership to foster positive work environment and address culture issues</li></ul>COMPENSATION &amp; BENEFITS ADMINISTRATION<ul><li>Develop and maintain compensation structure ensuring internal equity and external competitiveness</li><li>Conduct market research and salary surveys for nonprofit and child welfare sectors</li><li>Provide compensation recommendations for new hires, promotions, and annual increases</li><li>Manage leave administration (FMLA, ADA accommodations, PTO, sick leave)</li><li>Maintain FLSA compliance for exempt/non-exempt classifications and overtime</li><li>Track and manage workers' compensation claims and return-to-work processes</li></ul>TRAINING, DEVELOPMENT &amp; COMPLIANCE<ul><li>Maintain training records and certifications for audit and compliance purposes</li><li>Collaborate with Office Manager to ensure RCCF staff training requirements are met</li><li>Coordinate organization-wide training on HR topics (harassment prevention, diversity, workplace safety)</li><li>Provide supervisory training and leadership development for managers</li><li>Support professional development initiatives aligned with organizational goals</li><li>Ensure annual mandated training compliance (harassment, safety, confidentiality)</li></ul>RECORDS MANAGEMENT &amp; REPORTING<ul><li>Implement and maintain HR information systems and employee databases</li><li>Maintain accurate, confidential personnel files per legal and regulatory requirements</li><li>Ensure secure storage and retention of HR records (electronic and paper)</li><li>Generate HR reports and workforce analytics for leadership and board</li><li>Track HR metrics including turnover, retention, time-to-fill, and employee demographics</li><li>Prepare required governmental reports (EEO-1, VETS-4212, unemployment insurance, etc.)</li><li>Maintain compliance documentation for audits, licensing inspections, and regulatory reviews</li></ul>RISK MANAGEMENT &amp; SAFETY<ul><li>Monitor employment-related legal risks and implement strategies to minimize liability</li><li>Ensure workplace safety compliance and coordinate with safety committees</li><li>Manage workplace accommodation requests under ADA/FEHA</li><li>Coordinate emergency response protocols related to workforce (active threat, pandemic, etc.)</li><li>Maintain employment practices liability insurance and coordinate claims as needed</li><li>Support staff wellness initiatives and vicarious trauma prevention programs</li></ul>ADVISORY BOARD PARTICIPATION<ul><li>Serve as member of Sarah's Home Advisory Board providing governance oversight of RCCF program</li><li>Attend Advisory Board meetings every other month and participate in Board discussions</li><li>Provide HR expertise and perspective on personnel matters related to RCCF operations</li><li>Maintain appropriate boundaries between operational HR role and Board governance oversight</li></ul>QUALIFICATIONS &amp; REQUIREMENTSEDUCATION &amp; EXPERIENCERequired:<ul><li>Bachelor's degree in Human Resources, Business Administration, or related field</li><li>Minimum 5 years progressive HR experience including at least 2 years in HR leadership role</li><li>Demonstrated expertise in employment law compliance and HR best practices</li><li>Experience developing and implementing HR policies, systems, and programs</li></ul>Preferred:<ul><li>Master's degree in Human Resources, Organizational Development, or related field</li><li>Experience in nonprofit sector, particularly faith-based organizations</li><li>Knowledge of child welfare, healthcare, or social services HR requirements</li><li>Experience with licensing or regulatory compliance in healthcare/residential settings</li><li>Board governance or advisory board experience</li></ul>KNOWLEDGE, SKILLS &amp; ABILITIES<ul><li>Expert knowledge of federal and state employment laws (FLSA, FMLA, ADA, Title VII, Colorado labor law)</li><li>Strong understanding of nonprofit HR practices and faith-based organization considerations</li><li>Excellent judgment and ability to handle sensitive, confidential information with discretion</li><li>Outstanding interpersonal and communication skills (written and verbal)</li><li>Strategic thinking with ability to balance compliance requirements and organizational needs</li><li>Problem-solving skills and ability to navigate complex employee relations situations</li><li>Project management skills and ability to handle multiple priorities</li><li>Collaborative approach and ability to build trust across all organizational levels</li><li>Cultural competency and commitment to diversity, equity, and inclusion</li></ul>LICENSES &amp; CERTIFICATIONS<ul><li>Ability to pass comprehensive background checks (CBI, FBI, child abuse registry)</li><li>Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred</li></ul>WORKING CONDITIONS &amp; PHYSICAL REQUIREMENTS<ul><li>Full-time position; flexible schedule may be arranged</li><li>Remote work with 3 times per week on-site presence required for training facilitation, RCCF compliance checks and confidential conversations</li><li>Bi-Monthly Advisory Board meetings (typically 1.5-2 hours, during business hours or evening)</li></ul>COMPENSATION &amp; BENEFITSHourly Rate: Competitive, commensurate with qualifications and experienceBenefits include:<ul><li>Paid time off (vacation, sick leave, 6 annual holidays)</li><li>Professional development opportunities and continuing education</li></ul>Job Type: Full-timePay: $45,000.00 - $55,000.00 per yearBenefits:<ul><li>Paid time off</li></ul>Education:<ul><li>Bachelor's (Preferred)</li></ul>Experience:<ul><li>Human resources: 2 years (Required)</li></ul>Shift availability:<ul><li>Day Shift (Required)</li></ul>Ability to Commute:<ul><li>Peyton, CO 80831 (Required)</li></ul>Work Location: Hybrid remote in Peyton, CO 80831

Human Resources Manager

kp reddy

<div><h1 class="jobSectionHeader">HR Operations Manager</h1>
Hybrid or Remote | Full-Time | Atlanta, GA<h1 class="jobSectionHeader">
About the Job</h1>
We are acquiring and transforming businesses in the AEC (Architecture, Engineering, and Construction) industry. We combine domain expertise with leading-edge technology strategy to create lasting value in the built environment.
We are seeking an HR Operations Manager to build and own the people operations infrastructure that enables our rapid growth. You'll be the go-to person for all things HR compliance, benefits administration, employee lifecycle management, and policy development&mdash;ensuring our team members have a seamless experience from offer letter to offboarding.
This is a hands-on individual contributor role that will directly support both our holding company and portfolio companies. You'll work closely with our Talent Acquisition Manager to ensure a seamless handoff from recruiting to onboarding, and with leadership to build scalable people processes that grow with us.<h1 class="jobSectionHeader">
Key Responsibilities</h1><ul><li>
Own HR compliance across all entities, ensuring adherence to federal, state, and local employment laws including multi-state employment requirements.</li><li>
Manage benefits administration including health insurance, 401(k), and other employee benefits&mdash;from vendor selection to open enrollment to day-to-day employee support.</li><li>
Research, develop, and implement HR policies and procedures that scale with our growth while remaining practical and employee-friendly.</li><li>
Handle all employment paperwork and documentation including offer letters, employment agreements, I-9s, background checks, and personnel file management.</li><li>
Partner with the Talent Acquisition Manager to ensure smooth handoffs from recruiting to onboarding, and own the administrative aspects of the employee lifecycle.</li><li>
Manage HRIS and employee data, ensuring accurate records and reporting capabilities.</li><li>
Coordinate with external partners including benefits brokers and employment counsel on HR-related matters.</li><li>
Support payroll processes and coordinate with accounting on compensation-related matters.</li><li>
Handle employee relations matters with discretion, escalating appropriately when needed.</li><li>
Develop and maintain employee handbook, policies, and HR documentation.</li><li>
Support integration of acquired companies by ensuring compliant hiring practices and smooth employee transitions.</li><li>
Track and report on key HR metrics and compliance requirements.</li></ul><h1 class="jobSectionHeader">
Requirements</h1><ul><li>
4+ years of experience in HR operations or people operations roles&mdash;not generalist positions, but dedicated HR ops experience.</li><li>
Bachelor's degree or equivalent work experience.</li><li>
Strong knowledge of employment law and HR compliance, including experience with multi-state employment. You should have the kind of foundational knowledge that SHRM certification represents&mdash;whether or not you hold the credential.</li><li>
Hands-on experience with benefits administration, including health insurance, 401(k), and open enrollment processes.</li><li>
Experience developing and implementing HR policies and procedures.</li><li>
Proficiency with HRIS systems designed for small-to-midsize companies (Gusto, Rippling, BambooHR, Paylocity, or similar)&mdash;not enterprise platforms like Workday or Oracle.</li><li>
Exceptional attention to detail and organizational skills&mdash;you don't let things fall through the cracks.</li><li>
Strong written and verbal communication skills with the ability to explain policies clearly to employees at all levels.</li><li>
Discretion and good judgment when handling sensitive employee information.</li><li>
Comfort working autonomously in a fast-paced, lean environment.</li><li>
A bias toward action&mdash;you figure things out and get them done rather than waiting to be told.</li><li>
Strong bias for automation and personal workflow optimization&mdash;you're always looking for ways to eliminate manual work and make processes more efficient.</li><li>
Experience with AI tools for productivity, specifically Claude or similar AI assistants. We use Claude extensively and expect you to leverage it daily.</li></ul><h1 class="jobSectionHeader">
Preferred Qualifications (A plus, not a requirement)</h1><ul><li>
Experience in a high-growth startup or professional services environment.</li><li>
Experience supporting M&amp;A integrations from an HR perspective.</li><li>
PHR, SHRM-CP, or similar HR certification.</li><li>
Familiarity with the AEC (Architecture, Engineering, and Construction) industry.</li><li>
Experience scaling HR operations as a company grows from 20 to 100+ employees.</li><li>
Background in compensation benchmarking and total rewards.</li></ul><h1 class="jobSectionHeader">
What You'll Gain</h1><ul><li>
Ownership of the HR operations function with direct impact on employee experience across a growing portfolio of companies.</li><li>
The opportunity to build people infrastructure from the ground up and see your systems scale.</li><li>
Exposure to M&amp;A and the unique HR challenges that come with integrating acquired companies.</li><li>
Close collaboration with senior leadership and visibility across the organization.</li><li>
A culture that values getting things done over bureaucracy and process for its own sake.</li></ul><h1 class="jobSectionHeader">
Why Join Us</h1>
People operations isn't a back-office function here&mdash;it's how we take care of the team that's transforming an industry. We're looking for someone who sees HR as a craft, takes pride in getting the details right, and understands that great employee experience starts with solid operational foundations. You'll have the trust and autonomy to own HR operations end-to-end, the support of leadership who values your work, and the satisfaction of building something that scales.
If you're the person who gets energy from bringing order to complexity, who notices when a process could be better and fixes it, and who treats every employee interaction as a reflection of who we are as a company, we want to meet you.<h1 class="jobSectionHeader">
To Apply</h1>
Please submit your resume and a cover letter. We look forward to exploring how you can help us build the infrastructure for rapid growth.</div>

HR Operations Manager

Lowe's Home Improvement

<div><div>Innovate in Bengaluru
This position is based at our on-site office in Bengaluru. Lowe's offers an ultramodern work environment, complete with cutting-edge technology, collaborative workspaces, an on-site gym and clinic, and other perks to enhance your work experience. 
About Lowe&rsquo;s
Lowe&rsquo;s is a FORTUNE&reg; 100 home improvement company serving approximately 16 million customer transactions a week in the United States. With total fiscal year 2024 sales of more than $83 billion, Lowe&rsquo;s operates over 1,700 home improvement stores and employs approximately 300,000 associates. Based in Mooresville, N.C., Lowe&rsquo;s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe&rsquo;s India, the Global Capability Center of Lowe&rsquo;s Companies Inc., is a hub for driving our technology, business, analytics, and shared services strategy. Based in Bengaluru with over 4,500 associates, it powers innovations across omnichannel retail, AI/ML, enterprise architecture, supply chain, and customer experience. From supporting and launching homegrown solutions to fostering innovation through its Catalyze platform, Lowe&rsquo;s India plays a pivotal role in transforming home improvement retail while upholding strong commitment to social impact and sustainability. For more information, visit Lowes India
About the Team
India HR Operations, Compliance &amp; Payroll are part of HR Shared Services team at SSCB, supporting HR COE&rsquo;s, people managers &amp; associates at SSCB location. The team is responsible for executing all the HR processes spanning from Onbording to Exit including BGV, Employee File Management, HR Compliance, Associate Care Center (Tier1 Support), HR Invoices, Workday (HRMS) changes, Leave Management, Pre &amp; Post Payroll activites, Statutory Compliance, Full &amp; Final Settlements, Vendor management etc&hellip; and constantly thrives to improve the associate experience by standardizing &amp; simplifying the HR processes.
Job Summary:
The Associate Director, HR Compliance, Operations &amp; Payroll is Responsible for managing the people &amp; processes associated with the HR Compliance, Operations &amp; Payroll function within HR shared services organization. Assures the team deliverables meet or exceed organizational objectives and service level agreements. Supports the broader HR service delivery model with a focus on customer service and assures alignment with HR &quot;Centers of Expertise&quot; (COEs) such as Total Reward, Talent Acquisition, L&amp;D and HR Business Partners and other stakeholders like Finance, Legal, Facilities etc. Maintain the utmost confidentiality in dealing with employee records, payroll records and business information. Direct and support the work of HR Compliance, Operations &amp; Payroll Teams to meet the monthly, quarterly &amp; annual deliverables with higher accountability &amp; quality. As a Associate Director, HR Compliance, Operations &amp; Payroll, this role has significant authority regarding personnel, payroll and organizational matters (e.g., performance evaluations, increases, bonuses, discipline, salary payments, taxes and/or promotions).
With a focus specifically on Associate Experience, this role provides advanced solutions to support &amp; implement digital HR initiatives. This includes leading others responsible for translating business needs into effective &amp; efficient solutions across various teams under HR Function. Individuals in this role operate with more and more autonomy and discretion and take on more responsibilities spanning across multiple HR functions.
Roles &amp; Responsibilities:
Core Responsibilities:<ul><li>
Oversee the team deliverables spanning from onboarding to exit , provide leadership, evaluate performance, and drive service expertise for all the processes under HR Compliance, Operations &amp; Payroll team.</li><li>
Lead alignment meetings with different HR COEs as necessary to drive the process improvements &amp; operational excellence to automate the processes.</li><li>
Conducts process reviews and data integrity reviews to ensure the turnaround time and quality expectations are being met, providing timely feedback and coaching to ensure performance metrics are being met or exceeded.</li><li>
Ensure monthly &amp; off cycle payroll including FFS is processed on time without compromising the accuracy. Efficiently partner with payroll vendors and finance teams for a smooth payroll closure.</li><li>
Ensure all legislative &amp; statuatory compliance norms (min wages, PF, etc.) are adhered. Coordinate with Compliance vendor for EPF issues, Challan submissions, return filling and inspections with ESIC, LWF, PT, etc.</li><li>
Manage the critical payroll events like investment declarations/Proof submissions/Issuance of Form 16/Quarterly IT filings &amp; Annual returns to run the smooth year end activities</li><li>
Assure third party vendors perform according to service level agreements in support of HR service processes. Work with the internal HR Systems team or appropriate COE and vendors to identify and correct interface issues and implement fixes.</li><li>
Lead documentation of HR Compliance, Operations &amp; Payroll processes to follow the standard practices. Organize and facilitate ongoing review, development, evaluation/testing, and maintenance of documentation (e.g., Standard Operating Procedures, Work Instructions) to ensure complete, accurate, and up-to-date depiction of processes.</li><li>
Handle escalated or sensitive requests/issues with utmost priority. Escalate particularly specialized or sensitive matters to the appropriate &ldquo;Center of Excellence&rdquo; teams to address them appropriately.</li><li>
Manage tasks of self and team to assure HR Compliance, Operations &amp; Payroll deadlines are met according to established calendar timelines (Daily/Monthly/Quarterly/Annualy).</li><li>
Assure HR compliance programs, internal audits, external audits, and government audits adherence to Business Objectives.</li><li>
Conducts and facilitates internal and external audits to identify, evaluate, disclose and appropriately remedy risks and deficiencies.</li><li>
Serves as point of contact for interactions with regulatory agencies for defined matters.</li><li>
Create dashboards and metrics that reflect HR Compliance, Operations &amp; Payroll activities, proactively communicate operational performance with the COE&rsquo;s &amp; HR Leadership.</li><li>
Provides leadership to the team by setting goals and communicating clear expectations, providing timely and constructive feedback as well as meaningful developmental opportunities, managing performance, providing resources and support as needed, and sponsoring and leading team members through change.</li><li>
Provides input for departmental budget and manages expenses associated with initiatives within scope of responsibility.</li><li>
Responsible for driving operational execution from HR perspective for new initiatives at enterprise level, bringing in COEs as relevant to drive evolving business objectives</li></ul>
A detail-oriented individual to oversee and ensure timely filing of statutory returns and adherence to labor law obligations. The ideal candidate will manage compliance requirements under various labor laws and acts while maintaining accurate records for audits and inspections.
Years of Experience:
10+ years of HR &amp; Payroll experience required (e.g., HR Operations/service center, HR functional area, payroll &amp; statutory compliance) preferably for a large global company as a Senior HR shared services manager or COE specialist/manager. In-depth knowledge of labor laws, statutory compliance, and filing requirements. Proficiency in using compliance management tools and software.
Education Qualification &amp; Certifications (optional)
Required Minimum Qualifications:
List the education, certification, and work experience for an incumbent in the job. Enter the Minimum Qualifications and Preferred Qualifications as directed, and delete the areas not used.
List the education, certification, work experience and skills required to minimally qualify an individual for the job.
Bachelor&rsquo;s Degree in Human Resources, Business Management, Organization Development, or related field.
Skill Set Required
Primary Skills (must have)<ul><li>
Expertise into managing India HR Compliance, Operations &amp; India Payroll processes (Hire to Retire Processes)</li><li>
Strong people leadership skills and stakeolder management skills including COE&rsquo;s, Finance, Legal etc&hellip;.</li><li>
Experience delivering and improving HR transactional processes to maximize efficiency &amp; deliver quality services.</li><li>
Experience working, monitoring, and interacting with third-party vendors.</li><li>
Experience with an ERP systems similar to Workday and Ticketing systems like ServiceNow, Salesforce etc.</li><li>
Ability to handle audits and inspections.</li><li>
Strong attention to detail and time management.</li><li>
Knowledge of state-specific regulations (e.g., Karnataka).</li></ul>
Secondary Skills (desired)<ul><li>
Experience leading and mentoring a team and helping to foster/create a &ldquo;great place to work.&rdquo;</li><li>
Experience of successfully managing multiple priorities &amp; projects through successful delivery &amp; implementation under time, budget, and political pressure.</li><li>
Experience and understanding of enabling technologies (e.g., case management, manager self-service) and how they work within a customer service business environment.</li></ul>
Lowe&rsquo;s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under state or local law. Lowe&rsquo;s wishes to maintain appropriate standards and integrity in meeting the requirements of the Information Technology Act&rsquo;s privacy provisions. 
Lowe's is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.</div></div>

IND_Associate Director - HR Compliance, Payroll & Operations

Krishna Beads Industries (KBI)

Position open for the below profile :Senior Compliance ManagerPurpose of Job: <ul><li>Provides a framework for setting up the policies related to human resource management. Optimal management of compliance also ensures that the workers or employees are not being exploited and their interest is protected.</li></ul>Specific Technical <ul><li>Fair Labor Standards ACT (FLSA) training, interview compliance training and affirmative action plans training.</li></ul>Soft Skills<ul><li>(QMS9001:2015), Environmental Management System (EMS 14001:2015), Occupational Health &amp; Safety Management System (ISO 45001:2018) Social Accountability Standard (SA 8000:2014), SMETA Sedex Audit (2-pillar, 4-pillar), Customs trade Partnership Against terrorism (CTPAT), Factory Capability &amp; Capacity Audit (FCCA), ASOS Audit Programme, Next code of suppliers (NEXT COP), Higg Sustainability Index - Facility Environmental Module (FEM), Facility Social &amp; Labor Module (FSLM)</li></ul>Brief Key Responsibility Area<ul><li>Compliance is the process of building policies and procedures that ensure your organization follows up-to-date labor and employment laws and regulations. Not only does HR work to align workplace policies with the local and federal laws, but they also enforce the procedures to ensure all employees follow them.</li></ul>Qualification : GraduationYears of Experience : 5-10 years in relevant fieldJob Type: Full-timePay: Up to ₹55,000.00 per monthExperience:<ul><li>total work: 5 years (Required)</li></ul>Work Location: In person

Senior Compliance Manager

Applied Composites

<div>Overview: The HR Director provides enterprise-level HR leadership across all sites, partnering closely with senior leadership and site HR teams to ensure consistent, compliant, and operationally sound HR practices. This role blends strategic HR leadership with operational governance, ensuring that employee relations, compliance, HR systems, benefits, safety alignment, and core HR processes are standardized, scalable, and aligned with business objectives. The HR Director serves as a senior resource for complex employee matters while also strengthening the company&rsquo;s HR infrastructure through process improvement, data governance, and cross-site alignment.
About AC: Come and join the Applied Composites team. We are a leading provider of complex composite components, assemblies, engineering and tooling to the aerospace, defense and space system markets. Our employees are treated with respect and given the support, knowledge, and resources they need to thrive. If you are looking for a company that values and develops its employees while offering engaging work, Applied Composites may be the place for you.
Key Responsibilities:
Enterprise HR Leadership &amp; Strategic Partnership<ul><li>
Partner with the VP of HR and executive leadership to align HR strategy with business priorities.</li><li>
Provide guidance, coaching, and oversight to site-level HR leaders.</li><li>
Support workforce planning, organizational design, and change initiatives.</li><li>
Serve as a senior escalation point for complex employee relations matters.</li></ul>
People Operations Leadership<ul><li>
Establish and lead a centralized People Operations framework that supports consistent and compliant HR processes across all sites.</li><li>
Build scalable workflows, documentation standards, and operating procedures.</li><li>
Drive cross-site alignment and reduce variability in HR practices.</li><li>
Modernize HR operations through automation, systems optimization, and continuous improvement.</li></ul>
HR Compliance &amp; Policy Governance<ul><li>
Lead development, governance, and maintenance of HR policies, handbooks, and compliance documentation.</li><li>
Monitor employment law developments and guide multi-site compliance efforts.</li><li>
Establish audit-ready processes and compliance calendars.</li><li>
Partner with Legal on wage/hour, ADA, leave, documentation, and risk mitigation matters.</li><li>
Ensure consistent interpretation and application of policies across all locations.</li></ul>
HRIS &amp; People Technology Strategy<ul><li>
Provide strategic oversight of HR systems, ensuring data integrity, reporting consistency, workflow governance, and appropriate access controls.</li><li>
Develop unified HRIS standards across all sites.</li><li>
Partner with IT and vendors to optimize integrations and reporting capabilities.</li><li>
Deliver workforce analytics and dashboards to support leadership decision-making.</li></ul>
Benefits &amp; Total Rewards Oversight<ul><li>
Oversee benefits administration strategy and vendor partnerships.</li><li>
Ensure benefits processes are compliant, well-communicated, and consistently applied.</li><li>
Develop audit and documentation standards related to benefits and leave administration.</li></ul>
Payroll &amp; Operational Standards<ul><li>
Partner with Accounting and site teams to establish consistent payroll input standards and compliance expectations.</li><li>
Develop documentation and review processes to support wage/hour compliance and multi-state accuracy.</li><li>
Provide governance oversight without owning site-level payroll execution.</li></ul>
Safety Governance &amp; Organizational Alignment - (Enterprise governance; not day-to-day site safety execution.)<ul><li>
Provide organizational-level alignment of safety policies, documentation standards, and reporting expectations.</li><li>
Develop templates and governance structures that support compliance across sites.</li><li>
Partner with operations leadership to promote consistent safety practices and documentation readiness.</li><li>
Support reporting visibility and trend analysis to reduce organizational risk.</li></ul>
Recruiting Process &amp; Workforce Governance<ul><li>
Establish governance over recruiting workflows, approvals, documentation, and offer practices.</li><li>
Provide structure and standards in the absence of a dedicated Talent Acquisition function.</li><li>
Support workforce planning and talent review processes across sites.</li></ul>
Operational Excellence &amp; Continuous Improvement<ul><li>
Introduce best practices for process standardization and automation.</li><li>
Establish a People Operations Playbook outlining enterprise-wide workflows and compliance standards.</li><li>
Identify opportunities to reduce redundancy, improve data accuracy, and strengthen operational maturity.</li></ul>
Qualifications
Required<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business, or related field.</li><li>
8&ndash;12+ years of progressive HR leadership experience.</li><li>
Strong expertise in employee relations, HR compliance, and multi-site operations.</li><li>
Experience overseeing HR systems and operational governance.</li><li>
Demonstrated ability to operate strategically while maintaining operational discipline.</li><li>
Strong analytical and problem-solving capabilities.</li><li>
Excellent executive presence and communication skills.</li></ul>
Preferred<ul><li>
Experience in manufacturing or operational environments.</li><li>
HR certification (SPHR, SHRM-SCP, etc.).</li><li>
Experience leading organizational or structural transitions.</li></ul>
Benefits: At Applied Composites, we recognize how important your career and benefits are to you and your family. We offer a full suite of benefits including medical, dental, vision, short and long-term disability coverage, accident insurance, critical illness insurance, basic and supplemental life insurance, employee assistance plan, retirement savings and matching, tuition reimbursement and other developmental opportunities. We are committed to supporting the way you live and work.
AC is an Equal Opportunity Employer Veterans/Disabled - Affirmative Action Employer.
This position requires the use of information which is subject to the International Traffic in Arms Regulations (ITAR). All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee.</div>

Director, HR Business Partner

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