The human resources (HR) department plays a central role in the recruitment, hiring, and retention of talent necessary for an organization to execute its strategy and accomplish its objectives. Additionally, the HR function holds a crucial position within the organization's compliance framework.

HR Compliance refers to the process of ensuring that the workplace environment adheres to the appropriate procedures related to laws and regulations. The term "compliance" denotes the ability to act in accordance with orders, sets of rules, or requests.

Course Objectives:

By the end of Human Resources Compliance: purpose and risk course, you will be able to:

Identify the employer's duty of care and employee rights
Identify HR professionalism and conduct
Identify the risks that an organization faces and provide the next steps to move forward.
Design and implement controls to protect an organization from the threats.
Monitoring and reporting the effectiveness of techniques for preventing risks.
To resolve compliance difficulties that may occur.
To advise the business on rules and controls.

Who Should Attend?

This HR compliance: purpose and risk course is primarily aimed at individuals who are transferring into HR or those with some HR generalist experience who are developing specialist knowledge in employment law.

Course Outlines:

HR and the law

the employer’s duty of care and employee rights
contracts, terms and conditions
health and wellbeing
policies and procedures
powers of the employment tribunal
powers of regulators
vicarious liability and reputational risk

The HR role - compliant enabler

business relevant HR
organization values, culture and ‘the moral conscience’
support for senior management
support for line managers: different models
influence and giving internal advice

HR professionalism and conduct

model behavior and styles
impartiality and objectivity
consistency and discretion
emotion and pastoral care
confidentiality

Inclusive workplaces

inclusion and recruitment
gender, race, disability, age, religion and sexual orientation
flexibility: health, family and care
promoting and retaining diverse talent
awareness of bias
bullying and harassment

Collecting, using and retaining data

what is employee data?
storage and access
how you can, and cannot, use personal data
employee rights to privacy, access to data and consent

Performance, development, commitment and reward

how HR can drive performance
the pitfalls of a performance management process that is not adhered to
recognizing good performance
development needs: conversations and actions
underperformance or misconduct?

Complaints, grievances and investigation

HR impartiality
evidence and reasonableness
when informality becomes formal
encouragement, correction or termination
appeals

Business change, HR and pragmatism

staff communication
identifying the HR issues in a reorganization or acquisition
consultation; purpose and requirements
distinguishing between individual and collective consultation and approach to both

Difficult issues

firm management or bullying?
misconduct or capability?
overlapping processes
multiple grievances
reasonable adjustments: duty and options
difficult conversations: approach and preparation
long-term absence and mental ill-health
subject access requests

Making a difference (group discussion)

what the best HR people do: from a compliance perspective

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