Skadden is looking for a Global Employment Compliance Manager. This position will be responsible for managing compliance efforts relating to the Global Employment Compliance function, including coordination of compliance with local, state, federal and international legislation, federal contractor obligations, and maintaining compliant compensation procedures.
- Tracks employment-related federal, state and local legal and regulatory requirements and manages implementation of updates to processes, policies and systems resulting from new employment compliance requirements. Effectively communicates to stakeholders how changes to legal and regulatory requirements will impact Firm practices.
- Drafts and revises employee handbook policies to reflect employment law updates, ensuring alignment with external regulations and internal compliance requirements.
- Participates in regular employment compliance reviews and audits, including gathering, reviewing and analyzing internal records.
- Works with international offices to ensure compliance with local regulations as they relate to all aspects of the employment compliance function. Finds opportunities to create consistency across offices when legally permissible.
- Builds strong relationships with key stakeholders, individuals in the Attorney Development, Attorney Recruiting, and Human Resources Departments across all offices, to enhance and ensure the timely integration of employment compliance requirements into their processes.
- Participates in annual pay equity review process, including preparation of compensation workbooks, analyzing compensation data and identifying issues.
- Supports the Firm's affirmative action program activities, including data analysis and preparation of reports.
- Engages in strategic long-term planning by developing goals for the compliance group and recommending procedural improvements in compliance practices.
- Ensures current knowledge of firm policies and practices for staff, current knowledge of industry trends, and continued professional development for staff.
- Ensures accurate and timely responses to requests for departmental services.
- Effectively utilizes the Firm's performance management process to communicate performance expectations, monitor performance, coach employees, and manage unsatisfactory performance.
- Oversees employees' work performance and provides guidance in the resolution of problems.
- Considerable knowledge of human resources principles and practices, including employment laws and regulations, with law firm experience preferred
- Advanced skills in Microsoft Office Suite (e.g., Outlook, Excel, PowerPoint) and functional knowledge of HRIS system data and reporting
- Experience with drafting and reviewing employee handbooks
- Exceptional verbal and written communication skills
- Excellent attention to detail
- Ability to manage multiple projects and activities simultaneously, with a strong ability to prioritize, organize and work effectively with minimal supervision
- Ability to work independently as well as in a team environment
- Ability to communicate effectively with all stakeholders, management, and attorneys to ensure a seamless response to new compliance obligations
- Strong data analytic skills
- Strong project management skills
- Ability to meet deadlines
- Deals courteously/effectively with others
- Ability to use discretion and exercise independent and sound judgment
- Ability to handle sensitive matters and maintain confidentiality
- Flexibility to adjust hours and work the hours necessary to meet operating and business needs
- Bachelor's Degree
- Minimum of six years compliance experience
Skadden is an Equal Opportunity Employer. It adheres to an equal employment opportunity policy that prohibits discriminatory practices or harassment against applicants or employees based on any legally impermissible factor including, but not necessarily limited to, race, color, religion, creed, sex, national origin, ancestry, age, alienage or citizenship status, marital or familial status, domestic partnership status, caregiver status, sexual orientation, gender, gender identity or expression, change of sex or transgender status, genetic information, medical condition, pregnancy, childbirth or related medical conditions, sexual and reproductive health decisions, disability (where the applicant or employee is qualified to perform the essential functions of the job with or without reasonable accommodation), any protected military or veteran status, or status as a victim of domestic or dating violence, sexual assault or offense, or stalking.
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