Requisition Number: 25459 

UGI Corporation (NYSE: UGI) is a holding company that distributes and markets energy products and services through our subsidiaries and the company’s common stock is a balanced growth and income investment. UGI Corporation has paid common dividends for more than 135 consecutive years.

 

In addition to a challenging career and competitive compensation, our employees enjoy:

 

Generous and Family-friendly Health & Welfare Benefits Including:

•    Medical, Vision, and Dental Plans 
•    Optional Health Savings Account
•    Optional Dependent Care Savings Account
•    Paid Maternity/Paternity Leave
•    Work from home policy
•    Employee Assistance Program

 

Additional Benefits Include:

•    401K with a generous company match
•    Tuition Reimbursement
•    Assistance with Professional Credentialing
•    Referral Bonuses
•    Employee Discount Programs

Job Summary:
The Sr. Manager HR Policy & Compliance position reports to the Sr. Director HR Operations is responsible for formulating and overseeing the strategic direction and governance of the company’s HR Policies and HR Compliance ensuring that the domestic HR organization “does the right thing” through policy, governance, and compliance.  The role is responsible for the development and maintenance of HR policies, management of compliance reporting and processes, and associated governance frameworks.  This role will build out an HR Compliance function from the ground up.

Ensure compliance with federal, state, and local laws and regulations, as well as internal standards and procedures.  Provide guidance and support to managers and employees on various compliance related matters, such as EEOC and OFCCP guidance, Affirmative Action, hiring and recruitment, compensation, training, and employee relations.  Provide direction, expertise, and support to business units on compliance requirements by applying leading-edge principles, theories, and concepts, while contributing to the development of new principles and concepts.

 

Duties and Responsibilities:
 

Policy Development, Maintenance, and Implementation

Partner with COE leaders, HR professionals, business leaders, and 3rd party vendors to draft, implement, and monitor HR policies/programs in accordance with applicable laws and regulations, including OFCCP, AAP, EEOC, etc. Review HR policies and formulate new/revised HR policies in close collaboration with HR Teams and in partnership with legal and compliance groups.   Monitor, review, and implement changes for regulatory requirement changes and / or applicable employment laws, in addition to highlighting potential risk that might be associated with potential changes.  Continually assess the adequacy and relevancy of existing HR Policies to meet changing laws, emerging workforce needs, and support related initiatives. Identifies the need for revised process and procedure related to policy changes and partners with the HR Operational Excellence Manager to implement required changes. Oversees the successful roll-out of policies.

 

Manage Compliance Governance and Control

Establishes and facilitates HR governance frameworks, methodologies, and practices across the organization. Own and facilitate compliance reporting with other HR stakeholders and external parties when relevant including OFCCP audits, Affirmative Action plans, EEO reporting, VETs reporting, and other state compliance reporting as required. Ensure selection procedures, pre-employment practices, and applicant tracking systems are compliant. Create and maintain compliance framework, risk mitigation mechanism, and promotion implementation as well as monitor operational outcomes. Conduct compliance reviews and provide optimization advice for HR practices. Create, build, and maintain compliance site & compliance action calendar to ensure the timely completion of all required actions both internally and externally. Serve as the point of contact during internal and external audits or government inspections.   Researches new and changing regulation, identifies impact, and seeks counsel to determine risk level. Work closely with COE leaders, Business leaders, and Legal in responding to both internal and external audits. Establish HR processes and controls for government agency audits, including response preparation and ongoing compliance reviews. Partner with the D&I team to draft and recommend action-oriented plans that support company affirmative action/diversity efforts. Ensure appropriate documentation, interpretation, and communication to leaders regarding the implementation of various compliance plans. Ensure all annual and mid-year plans are reviewed, tracked, and communicated to stakeholders. Coordinate the development of new AAP Plans for new locations as needed. Provide guidance to HR project teams to ensure new programs align to compliance.

 

Training and Education

Collaborate with broader domestic HR Team to ensure all training and education on maintaining anti-harassment and other compliance training is up to date. Provide guidance, training, and support interpretation for HR teams and managers to ensure understanding and adherence to compliance requirements. Develop and deliver compliance training programs that may be required, in addition to continuously reviewing and enhancing training material related to compliance programs or tangentially related information.

 

Performance Management, Reporting, and Continuous Improvement

Review, consulting with legal department and present on compliance related programs to Domestic HR leadership with the ability to clearly communicate risk or required changes to ensure a best-in-class compliance program.  Maintain compliance related data and escalate any issues or concerns; whilst ensuring data integrity is maintained at all times. Ensure that comprehensive processes are in place to measure the effectiveness of plans and programs measured against design strategies and outcome expectations. Provide weekly, monthly, and quarterly data reporting utilizing the current data management system. In partnership with our HR analytics team - analyze, refine, and present data as necessary to the HR leadership team regarding compliance efforts and progress.

 

Knowledge, Skills and Abilities:

Strong leadership, communication and project management skills. Excellent written/verbal communication skills, interpersonal skills, and presentation skills. Demonstrated ability to proactively drive change and policy improvement. Experience with executing internal audits, risk identification and management, and resolution. Ability to perform research and legal, regulatory, policy, quantitative, and organizational analyses. Ability to understand legal documents and communicate requirements to stakeholders in business terms.

 

Education and Experience:

Bachelor’s degree in the fields human resources or business administration is preferred. 7+ years of HR Compliance experience.

All offers of employment are contingent upon the successful completion of a background check and drug screen, subject to applicable laws and regulations.

 

UGI Corporation is an Equal Opportunity Employer.  The company maintains and observes employment policies that do not discriminate against any person because of race, color, sex, sexual orientation, gender identity, national origin, religion, disability, age, ancestry and any other basis prohibited by federal, state or local law. This applies to recruiting, hiring, training, compensation, overtime, job classifications, work assignments, promotions, demotions, layoffs, terminations, transfers, and all other conditions of employment.