HR Compliance Manager

DLA Piper is, at its core, bold, exceptional, collaborative and supportive.  Our people are the backbone, heart and soul of our firm.  Wherever you are in your professional journey, DLA Piper is a place you can engage in meaningful work and grow your career.  Let’s see what we can achieve. Together.

Summary 
The HR Compliance Manager, working in collaboration with and in support of the firm’s strategic initiatives, leads the firm’s employment compliance function, ensuring alignment with federal, state, and local employment laws, regulatory requirements, and internal policies. As the HR Compliance Manager, you will focus on strengthening and continuously improving HR policies, procedures, and practices through proactive risk assessment, audits, training, and advisory support. You will be serving as a trusted subject matter expert, partner closely with leadership and cross-functional stakeholders to identify compliance risks, recommend solutions, and support informed decision-making. While the role does not include direct people management, it requires strong ownership of compliance processes, influence across the organization, and execution of firmwide compliance initiatives.
   
Location   
This position can sit in our Chicago, Atlanta, Austin, Baltimore, Boston, Dallas, Houston, Los Angeles, Miami, Minneapolis, Philadelphia, Phoenix, Raleigh, Reston, San Diego, Seattle, Short Hills, Washington DC, or Wilmington office and offers a hybrid work schedule.
   
Responsibilities  
•    Employment Law & Regulatory Compliance 
- Monitor, interpret, and assess changes in federal, state, and local employment laws and regulations; ensure timely and compliant updates to Firm policies, practices, and procedures. 
-    Serve as the subject matter expert on Firm HR policies and procedures, providing guidance to HR, leadership, and other stakeholders. 
-    Act as the primary liaison with the Office of General Counsel on HR compliance matters, including risk assessment and mitigation. 

•    Policy, Documentation & Governance 
-    Develop, maintain, and govern HR compliance documentation, ensuring strong document control, versioning, and audit readiness. 
-    Lead the timely development, implementation, and communication of HR policies, procedures, and related guidance materials. 
-    Ensure policies and practices are consistently applied and aligned with legal requirements and Firm standards. 

•    Compliance Planning, Audits & Risk Management 
-    Maintain a comprehensive calendar of HR compliance obligations and proactively develop and manage project plans to ensure timely execution. 
-    Recommend, plan, and lead internal audits of HR processes to ensure compliance with legal, regulatory, and organizational standards. 
-    Lead special projects related to HR compliance, risk mitigation, and policy development as needed.

•    Training, Education & Ongoing Compliance Monitoring 
-    Oversee the development, implementation, and ongoing administration of mandatory HR compliance training programs, including harassment prevention, workplace conduct, and other legally required trainings. 
-    Monitor completion, tracking, and certification of required training programs to ensure compliance with federal, state, and local requirements. 
-    Partner with internal stakeholders to update training content in response to legal changes, policy updates, or identified risk areas. 

•    Reporting, Metrics & Statutory Filings 
-    Manage and produce HR compliance reporting, including collaboration with internal and external partners to prepare and submit required statutory filings (e.g., EEO, VETS, pay data reporting). 
-    Generate compliance, audit, training, and HR metrics reports for leadership review. 
-    Monitor and report on compliance-related activities and emerging risks.

•    HR Systems, Technology & Process Alignment 
-    Partner with HR Technology & Reporting, Payroll, and Benefits teams to ensure Workday time and absence configurations align with Firm policies, procedures, and regulatory requirements. 
-    Identify gaps or inefficiencies and recommend programmatic or system-based solutions to strengthen and scale HR compliance processes. 

•    Stakeholder Communication & Strategic Alignment 
-    Keep HR leadership and key stakeholders informed of compliance status, risks, and progress against established plans. 
-    Remain apprised of strategic Firm initiatives and align HR compliance priorities and action plans with overall Firm goals. 
-    Promote a positive, respectful, and compliant workplace culture aligned with the Firm’s values. 

•    Other duties as assigned.
 
Desired Skills   
Deep proficiency in federal, state, and local employment laws. Ability to interpret legal requirements and translate them into clear, actionable HR policies. Skilled in drafting, reviewing, and updating compliance documentation and related communications. Experience conducting internal audits of HR practices and procedures. Ability to identify compliance risks and recommend corrective actions. Exceptional written and verbal communication skills. Capable of successfully developing and delivering compliance training programs. Proficient in analyzing data and trends to identify compliance gaps. Ability to synthesize complex legal information into practical guidance. High level of accuracy in reviewing documentation and maintaining accurate records. Vigilant in monitoring regulatory changes and ensuring timely updates. Demonstrates discretion and sound judgment in handling sensitive, confidential and privileged information. Upholds ethical standards and promotes a culture of compliance and accountability. Familiarity with HRIS systems (Workday preferred) and compliance tracking tools. Intermediate level skill in using reporting tools, including Microsoft Excel, and databases to manage compliance metrics. Skilled at cultivating and sustaining strong relationships with key stakeholders across all levels of the organization. Ability to work independently and influences cross-functional teams without direct authority. Demonstrates exceptional organizational skills, with the ability to manage multiple compliance tasks, deadlines, and documentation with accuracy and efficiency.
  
Minimum Education   
•    Bachelor's Degree in Human Resources, Business, or related field.

Certificates
•    Professional certifications (e.g., PHR, or SPHR) preferred.

Minimum Years of Experience  
•    10+ years of experience in HR compliance. 
 
Essential Job Expectations 
All DLA Piper employees are expected to demonstrate excellence in how we serve our clients and develop our people, upholding our firm values as part of our culture. Specific expectations include:

• Communicate effectively, both verbally and in writing, with clients, lawyers, business professionals, and external audiences.

• Produce high-quality work and respond to correspondence in an efficient, timely, and professional manner.

• Meet deadlines, manage competing priorities, and commit to meeting high standards.

• Comply with firm policies and procedures.

• Maintain confidences as required in a law firm environment.

Physical Demands 
Sedentary work: This is primarily sedentary work, requiring occasional exertion of up to 10 pounds of force to lift, carry, push, pull, or move objects. The role involves sitting for extended periods, with occasional walking and standing, and occasional travel, both domestic and international.
   
Work Environment   
The individual selected for this position may have the opportunity for a hybrid work arrangement comprised of remote and in-office work, the requirement for which will be determined in coordination with the hiring manager or supervisor and may be modified in the firm’s discretion in the future.
 
Disclaimer
The purpose of this job description is to provide a concise statement of the work elements and to organize and present the information in a standardized way. It is not intended to describe all the elements of the work that may be performed by every individual in this classification, nor should it serve as the sole criteria for personnel decisions and actions. The job duties, requirements, and expectations for this position may be modified at the Firm’s discretion at any time. This job description does not change the at-will nature of employment. 

Application Process     
Applicants must apply directly online instead of sending application materials via email.  

Accommodation    
Reasonable accommodations may be made upon request to permit individuals with a disability to perform the essential functions and responsibilities of the position or to participate in the job selection process. If you have a request for an accommodation during the application process, please contact [email protected]. 

Agency applications will not be considered.       

No immigration sponsorship is available for this position.    

The firm’s expected hiring range for this position is $112,879 - $165,525 per year depending on the candidate’s geographic market location. 

The compensation offered for employment will also be dependent on other factors including the candidate’s experience, skills, educational and professional background, and overall qualifications. We offer a comprehensive package of benefits including medical/dental/vision insurance, and 401(k).

Applicants who are not based in the jurisdiction in which this position is posted and who apply for this role are doing so voluntarily and are not eligible for relocation assistance. Any relocation benefits, if any, are provided only where a relocation is required at the firm’s direction and in accordance with applicable policy and law.

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DLA Piper is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Job applicant poster viewing center.