Job Description

Job Description

Position Overview

The Director of HR Process, Compliance, and Project Management is a key leadership role responsible for ensuring HR compliance with employment laws and internal policies while driving strategic HR initiatives and improving operational efficiency. This role partners cross-functionally with Legal, IT, Finance, and Operations to develop and standardize HR processes, lead enterprise-wide HR projects, and manage risk across the employee lifecycle.

Essential Functions (Other Duties as Assigned)

Compliance and Governance (40%)

• Oversee HR compliance strategy and execution across federal, state, and local laws and regulations.
• Lead internal HR audits and compliance reviews; manage corrective action planning and risk mitigation efforts.
• Maintain up-to-date HR policies, handbooks, and procedures, ensuring legal alignment and consistency across entities.
• Partner with Legal on regulatory updates, investigations, and policy changes (e.g., EEO, ADA, FMLA, wage and hour laws).
• Ensure employee data privacy, record retention, and document management compliance.

HR Process and Operational Excellence (30%)

• Design and implement standardized HR processes and workflows to drive efficiency, reduce manual work, and improve employee experience.
• Optimize and align processes post-HRIS implementation (e.g., onboarding, offboarding, position management, compliance tracking).
• Monitor HR service delivery metrics, process quality, and continuous improvement initiatives.
• Lead SOP creation and process documentation across all major HR functions.

Project Management and Strategic Initiatives (30%)

• Lead strategic HR projects such as HRIS enhancements, talent management frameworks, compliance automation, and organizational design.
• Build and maintain project plans, timelines, resource allocation, and reporting for major HR initiatives.
• Serve as a central PMO for HR-related M&A due diligence, integrations, and policy harmonization.
• Drive cross-functional collaboration and communication to ensure stakeholder alignment and on-time project delivery.

Education and Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or JD preferred.
• 8+ years of progressive HR experience, with at least 3+ years in compliance, operations, or project leadership roles.

Knowledge, Skills, and Abilities

• In-depth knowledge of U.S. employment laws and regulations.
• Demonstrated experience leading HR audits, compliance initiatives, and/or large-scale HR projects.
• Strong analytical, organizational, and communication skills.
• Proficiency in HRIS platforms (e.g., UKG, Workday, ADP), project management tools, and Microsoft Office Suite.
• PHR/SPHR, SHRM-CP/SCP, or PMP certification preferred
• Experience in multi-state, multi-site environments or regulated industries preferred.
• Familiarity with data privacy and security best practices preferred.
• Core Competencies:
• Strategic Thinking and Execution
• Compliance Expertise and Risk Management
• Operational Discipline and Process Design
• Project Leadership and Change Management
• Collaboration and Influence
• Confidentiality and Discretion

Physical Requirements:

• The work environment is typical of an office setting. The noise level is usually quiet.
• Expected travel requirements: 10% or as business requires.

This job description in no way states or implies that these are the only duties to be performed by the employee(s) in this position. Employee(s) will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments.

All duties and responsibilities are essential job functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will possess the skills, aptitudes, and abilities to perform each duty proficiently. The requirements listed in this document are the minimum levels of knowledge, skills, and abilities.

Spotless Brands and its subsidiaries comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or recruitment process, please contact the Human Resources department and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Human Resources team will respond to your email promptly.

Spotless Brands and its affiliate brands are Equal Employment Opportunity (EEO) employers. Spotless Brands invites all qualified interested applicants to apply for career opportunities. It is the policy of the company to provide equal opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran, disabled status or any other protected group status as defined by and subject to applicable federal, state and local laws. We use E-Verify to check employment eligibility: and verify.gov/sites/default/files/everify/posters/IER_RightToWorkPoster%20Eng_Es.pdf

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