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About the job

Opportunity, growth, and meaningful rewards! We offer:

Health, dental and vision insurance

Generous paid time off (vacation, flex or sick)

*401(k) retirement plan

*Company paid life insurance

*Tuition reimbursement

Employee assistance program

Training and exciting career growth opportunities

Referral program – refer a friend and earn a bonus

*Benefits may vary by position so ask your recruiter for details.

Location: Corporate Human Resources Advertised Compensation: $99,900.00 to $121,100.00

Purpose:

The Sr. Manager, HR Compliance leads the organization's HR compliance programs across the United States and Canada. This role drives compliance strategy, policy governance, investigations, audits, legislative implementation, and regulatory risk management while serving as a trusted advisor to People & Culture and Operations leaders.

Essential Functions:

Leads the development and implementation of HR compliance programs across the United States and Canada

Monitor legislative and regulatory changes, assess business impacts, and partner with Legal and business leaders to ensure compliance

Develop, maintain, and administer company policies, handbooks, state/provincial supplements, compliance guidance, and related resources

Provide guidance to People & Culture and Operations leaders on employee relations matters, policy interpretation, employment law compliance, accommodations, leave administration, and wage-and-hour issues

Manages the day-to-day operations of the Open Line Hotline program, including case governance, vendor management, escalation support, trend analysis, and reporting

Leads the administration of the Open Line Hotline program and compliance investigations, driving risk identification, trend analysis, case escalation processes, vendor management, and corrective action strategies to support organizational compliance and reduce risk exposure

Direct the North America HR Audit Program, including audit planning, compliance reviews, findings management, corrective action plans, and audit readiness activities

Establish and maintain compliance monitoring, reporting, and internal control processes to identify risks and improve compliance effectiveness.

Partner with Payroll, HRIS, Technology, Learning & Development, Legal, Internal Audit, and Operations teams to integrate compliance requirements into business processes and systems

Lead, coach, and develop HR Compliance team members while fostering accountability, collaboration, and continuous improvement.

Reporting Relationship: The Sr. Manager, HR Compliance reports to the Director, HR Compliance.

Major Interdependencies: Operations, People & Culture, Learning & Development, Legal, HR Technology, Internal Audit, Global Compliance

Minimum Qualifications, Knowledge, Skills, and Work Environment:

Education and Experience: the combination of education and professional experience must exceed 6 years.

In a leadership role: Requires 2 years of experience supervising a team of HR professionals engaged in executing HR Compliance programs

In a technical role: Requires 6-8 years of progressive HR experience with responsibility for compliance programs, employee relations, investigations, employment law compliance, policy administration, audits, or HR operations

A bachelor’s degree in a program related to the functional area can count for 3 of the 6-year requirement

An MBA or a master’s level degree in a program related to the functional area can count for an additional 2 years of the 6-year requirement

In the industry: 3-5 years of Hospitality, Food & Beverage, Retail, or other multi-unit operating environment experience preferred

Specialized Skillset/Competencies/Traits:

Strong business acumen with the ability to understand the long-term implications of HR compliance, workforce practices, and functional planning while advancing organizational goals

Demonstrated ability to understand and balance the needs of the business, stakeholders, employee populations, and individual circumstances when making decisions and recommendations

Deep knowledge of employment laws, regulatory requirements, HR compliance programs, investigations, and risk management practices

Proven leadership experience creating and maintaining positive work environments through coaching, developing, and leading high-performing teams to achieve common goals

Strong ability to influence, advise, and build trusted relationships with leaders and cross-functional stakeholders at all levels of the organization

Sound judgment, strategic thinking, and risk assessment capabilities, with the ability to identify issues, evaluate impacts, and recommend practical solutions

Strong analytical, problem-solving, and decision-making skills with the ability to translate compliance data and trends into actionable business insights

Ability to manage multiple priorities and compliance initiatives in a fast-paced, multi-site operating environment

Demonstrated commitment to continuous improvement, operational excellence, and the development of scalable compliance processes and controls

Location/Travel:

This role is based at the North America Support Center in Bethesda, MD.

Requires up to 20% travel to field locations.

Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”).