Job Title: US Talent Transaction Compliance Framework Leader

of vacancies:1

Location: Americas TBD
Function: Talent Services
Skill Level: Experienced
Rank: Supervising Associate (64)
Sub Function: Compliance & Monitoring Virtual Talent Hub
Reports to - Compliance & Monitoring VTH Leader

POSITION SUMMARY:

Briefly describe the main objectives and purpose of the job. Why does the job exist? What is it expected to accomplish?
EY Global Delivery Services is seeking a dedicated compliance professional to join our Talent Services team. The objective of this role is to ensure the integrity and compliance of key Talent processes, including Recruiting, Onboarding and Core HR. Involved in this newly developed critical role you will be responsible for analyzing, monitoring, and consulting on Talent transactions to ensure they adhere to local, regional, and global firm and regulatory standards. This involves developing and maintaining a comprehensive compliance framework, processes, and procedures in collaboration with the US and Global Talent teams. Your strategic insights and operational expertise will be crucial in providing smooth operational support and administration of Talent compliance processes, while also handling highly confidential and sensitive information with professionalism. This role is newly developed you will also play a key role in designing the processes, procedures and the focus of the overall team.
The purpose of this role is to help safeguard EY’s commitment to ethical practices by ensuring compliance with regulatory requirements and internal policies. You will navigate through complex processes, adapting to a constantly changing legal, regulatory and policy framework and growing business environment. By fostering a culture of excellence and innovation within EY’s talent management practices, you will contribute to initiatives that enhance global talent operations. Additionally, you will liaise and consult with various stakeholders, including GCO, Risk, and Talent and ISQM teams, to address compliance issues, identify and mitigate risks, and drive continuous improvement in compliance practices.

KNOWLEDGE AND SKILLS REQUIREMENTS

(Describe the knowledge or skills needed to perform this job; these may be professional, technical or managerial)

COMMUNICATION AND PRESENTATION SKILLS

• Excellent communication skills in English, both written and verbal
• Strong stakeholder management skills for aligning diverse points of view to drive progress
• Strong customer service skills
• Present well-considered solutions, at times to executive level stakeholders, ensuring alignment with the firm’s strategic objectives and operational excellence.

OTHER REQUIREMENTS:

Describe any miscellaneous functions or expectations of the job that are important to note

• Due to the global nature of the role, alignment with US time zone hours will be required.
• Due to the global nature of the role; English language skills - excellent written and verbal communication will be required

EDUCATION:

What is the minimum level of education (or equivalent experience) needed/suggested to perform this job effectively?)

• A Bachelor’s degree, preferably in HR/business related studies & postgraduate diploma

EXPERIENCE:

(What is minimum number or range of years needed to perform this job?)

• Overall 6+ years’ experience in Compliance or in an HR Generalist type environment or in a business operations role

CERTIFICATION REQUIREMENTS:

(Describe and explain any certifications and/or licenses needed or helpful to perform this job).

• Candidates with compliance certifications will be favourably considered as they can demonstrate a commitment to best practices in compliance and ethics.

Note:
This job description is intended as a guide to reflect the principal functions of the job. However, it is not an all-inclusive listing of the essential job functions, and functions may vary depending on the geographic location of the job and/or the manager. Further, the job description is subject to change at the discretion of management.

Strategic thinking: Contribute to strategic thinking and the development of a comprehensive Talent Transaction Compliance framework , processes, and procedures by collaborating with the US Talent business operations team and Global ISQM & Compliance group to establish and maintain a compliance framework. This includes creating an inventory of local policies, understanding regulatory requirements, and ensuring their integration with local talent processes. Navigate complex challenges and make strategic decisions with an analytical and innovative mindset.

• Compliance Oversight: Oversee compliance of Talent transactions and activities within the US, ensuring successful completion and adherence to regulations through active monitoring, risk identification, and collaboration with US and Global talent teams, as well as vendors.
• Standard Operating Procedures Development: Gain a deep understanding of Talent processes to develop robust Standard Operating Procedures (SOPs) that support the compliance and monitoring framework, working closely with Talent, Risk, Compliance, and ISQM teams.
• Policy Interpretation and Decision Making: Interpret policies and procedures autonomously, making informed decisions, consulting on recommendations, and resolving sensitive matters while enhancing existing policies for greater efficiency.
• Continuous Improvement and Reporting: Regularly update local work instructions, analyze Talent transactions to identify exceptions, maintain and enhance quality metrics, and provide regular reports on transaction review activities.
• Risk Management and Governance: Manage high-risk, confidential, and complex operational tasks using risk management techniques, participate in governance meetings and risk assessment discussions (RAID) to provide updates on compliance matters and identify opportunities for process improvements

ESSENTIAL FUNCTIONS OF THE JOB:

(Identify and describe essential functions, or primary duties and responsibilities. Each function should describe WHAT is done and the END RESULT/PURPOSE achieved. Assume that the reader does not know the role or function of the job.)
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Strategic thinking: Contribute to strategic thinking and the development of a comprehensive Talent Transaction Compliance framework , processes, and procedures by collaborating with the US Talent business operations team and Global ISQM & Compliance group to establish and maintain a compliance framework. This includes creating an inventory of local policies, understanding regulatory requirements, and ensuring their integration with local talent processes. Navigate complex challenges and make strategic decisions with an analytical and innovative mindset.

• Compliance Oversight: Oversee compliance of Talent transactions and activities within the US, ensuring successful completion and adherence to regulations through active monitoring, risk identification, and collaboration with US and Global talent teams, as well as vendors.
• Standard Operating Procedures Development: Gain a deep understanding of Talent processes to develop robust Standard Operating Procedures (SOPs) that support the compliance and monitoring framework, working closely with Talent, Risk, Compliance, and ISQM teams.
• Policy Interpretation and Decision Making: Interpret policies and procedures autonomously, making informed decisions, consulting on recommendations, and resolving sensitive matters while enhancing existing policies for greater efficiency.
• Continuous Improvement and Reporting: Regularly update local work instructions, analyze Talent transactions to identify exceptions, maintain and enhance quality metrics, and provide regular reports on transaction review activities.
• Risk Management and Governance: Manage high-risk, confidential, and complex operational tasks using risk management techniques, participate in governance meetings and risk assessment discussions (RAID) to provide updates on compliance matters and identify opportunities for process improvements.

ANALYTICAL/DECISION-MAKING RESPONSIBILITIES

(Describe the kind of problems and challenges typically faced, and decisions required to perform the job, as well as recommendations made to supervisors or others. Focus on the nature of existing policies, precedents and procedures used to guide decisions, and the degree to which the incumbent is free to make decisions requiring interpretation and judgment. Provide an example.)
Outlined in section above.

SUPERVISION RESPONSIBILITIES:

(Describe the level of supervision received (i.e., the frequency of supervisory contact, degree to which the individual acts independently and on what kinds of issues). Describe the level of supervision of others, if any (i.e., assigning work, reviewing performance, direct or indirect responsibility).
This is an individual contributor role; hence no supervising responsibilities