LOCATION:

Hollywood, Florida
At Memorial, we are dedicated to improving the health, well-being and, most of all, quality of life for the people entrusted to our care. An unwavering commitment to our service vision is what makes the difference. It is the foundation of The Memorial Experience.

SUMMARY:

Reporting to the Vice President, Human Resources, the HR Compliance Manager ensures the execution of the organization’s HR compliance obligations and activities and serves as an internal consultant for HR compliance considerations in employment policies, practices, and initiatives.
Key functions include:
Compliance Oversight: Analyzes and audits HR processes for legal and regulatory adherence.
Process & Policy Development: Partners with HR, business, and technical teams to implement compliant processes and systems; maintains and updates employment policies.
Regulatory Monitoring: Tracks legislative changes and recommends or implements policy updates accordingly.
Public Sector Compliance: Leads initiatives to ensure public sector-specific mandates are met (e.g., veteran’s preference, public records laws).
Immigration Compliance: Manages Form I-9 audit processes, visa sponsorships (including J-1 and H-1B transitions), and serves as liaison to external immigration counsel.
Communication & Consultation: Provides guidance to internal stakeholders on compliance, immigration, and policy matters; prepares documentation for audits and legal requests.

EDUCATION AND CERTIFICATION REQUIREMENTS:

Bachelors: Human Resources (Required)

WORKING CONDITIONS AND PHYSICAL REQUIREMENTS:

• Keyboard Entry = 60%
• Repetitive Movement Hand/Arm = 60%
• Sitting = 60%
• Standing = 40%
• Walking = 20%
• Audible Speech = 80%
• Hearing Acuity = 80%
• Seeing - Near = 80%
• Seeing - Far = 80%
• Bio hazardous Waste = 20%
• Biological Hazards - Respiratory = 20%
• Biological Hazards - Skin or Ingestion = 20%
• Blood and/or Bodily Fluids = 20%
• Communicable Diseases and/or Pathogens = 20%
• Dust = 20%
• Latex = 20%
• Computer Monitor = 60%
• Domestic Animals = 20%
• Potential Electric Shock = 20%
• Potential for Physical Assault = 20%
• Wet or Slippery Surfaces = 20%

SHIFT:

Primarily for office workers - not eligible for shift differential
Disclaimer: This job description is not intended, nor should it be construed to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended to indicate the general nature and level of work performed by employees within this classification.
Wages shown on independent job boards reflect market averages, not specific to any employer. We encourage candidates to talk to their Memorial Healthcare System recruiter to discuss actual pay rates, during the hiring process.
Memorial Healthcare System is proud to be an equal opportunity employer committed to workplace diversity.
Memorial Healthcare System recruits, hires and promotes qualified candidates for employment opportunities without regard to race, color, age, religion, gender, gender identity or expression, sexual orientation, national origin, veteran status, disability, genetic information, or any factor prohibited by law.
We are proud to offer Veteran’s Preference to former military, reservists and military spouses (including widows and widowers). You must indicate your status on your application to take advantage of this program.
Employment is subject to post offer, pre-placement assessment, including drug testing.
If you need reasonable accommodation during the application process, please call 954-276-8340 (M-F, 8am-5pm) or email TalentAcquisitionCenter@mhs.net

RESPONSIBILITIES:

Analyzes internal HR and business processes to ensure compliance with legal and regulatory standards. Includes but not limited to talent acquisition, restructuring, and reductions-in-force.Ensures compliance with federal, state, local, and industry posting requirements (onsite and electronic).Reviews sponsorship considerations for transitioning J-1 residents/fellows into to MPG employed physician roles. Includes strategy, timeline, consultation on consistency and processes.HR Policy Management: Maintains employment policies; ensures policies are periodically reviewed and updated as necessary following regulatory, legislative, or operational changes; Produces policies upon request for legal or public records purposes; Facilitates communication of policy changes to impacted stakeholders.Performs periodic audits to ensure compliance obligations are met and work with HR and business teams to implement the recommendations, remediation and action plans resulting from audits.Facilitates initial and renewal visa petitions for physicians and specialty positions (includes strategy, communication, authorization, gathering and reviewing materials, internal customer management and de-escalation, tracking and initiating actions, etc.).Ensure compliance with all U.S. Citizenship & Immigration Services (USCIS) regulations and changes to immigration laws, as it relates to employment practices.Regularly monitors legislative and regulatory developments, analyzes potential impact and recommends changes to existing policies/procedures or creation of new policies/procedures; provides guidance, notification and communication to employees and managers when necessary.Immigration Compliance and Sponsorship: Serves as an internal resource for Form I-9 compliance, including validity of employment reauthorization documents, audit processes, and remediation efforts.Prepare and maintain immigration and public access files to ensure compliance with all audit requirements.Partners with HR, business, and technical teams to create and implement new and revised processes and system enhancements to ensure compliance with federal, state, and local employment laws and regulations.Public Sector Employer Compliance: Ensures public sector-specific requirements are factored into employment processes and policies (i.e. PERC, Veteran’s Preference, Criminal background checks, confidential exemptions from public records, etc.).Provide consultation and guidance to the HR employment team, department managers, and employees regarding the immigration process and status of pending cases.Consults on new business processes and technology initiatives to ensure compliance requirements are incorporated to mitigate risk.Multi-State Compliance: Serves as a lead on the Out of State Employment Workgroup to identify state-specific requirements, evaluates feasibility of compliance as well as operational and administrative impact; provides recommendation on requests for out of state employment.Act as the main point of contact for external immigration counsel as well as internal employee immigration related questions.