Human Resources Compliance Manager

Role Overview

Gig Workforce Compliance

• Develop compliance frameworks for gig and platform workforce engagements.
• Ensure compliance with labour, social security, wage, taxation, and government-notification requirements.
• Monitor regulatory changes and advise stakeholders on workforce classification and engagement models.
• Create and update compliance guidelines, handbooks, and terms of service for gig workers.

Vendor and Contract Compliance

• Conduct due diligence of gig workforce partners, aggregators, and staffing vendors.
• Review contractual obligations, onboarding, KYC documentation, payment controls, and insurance coverage.
• Maintain complete, current, and audit-ready vendor compliance documentation across multiple locations.

Audit and Risk Management

• Lead internal and external audits related to gig workforce operations.
• Identify compliance gaps, assess risks, recommend mitigation, and maintain audit trackers and corrective action plans.
• Audit onboarding, payment systems, worker data privacy practices, and workforce governance controls.

Documentation and Employee Relations

• Maintain engagement agreements, onboarding, attendance, payment, insurance, evidence repositories, and audit trails.
• Establish grievance redressal mechanisms and support investigations and resolution of compliance-related complaints.
• Coordinate with Legal, HR, and Compliance on workplace conduct, POSH, ethical standards, and issue resolution.

Stakeholder Reporting

• Work with HR, Procurement, Finance, Legal, Operations, and external workforce partners on compliance implications.
• Deliver awareness sessions and training for internal stakeholders and vendors.
• Prepare governance reviews, audit findings, scorecards, regulatory updates, remediation tracking, and leadership reports.

Desired Competencies

• Desired competencies include labour-law and gig-workforce regulation knowledge, audit and risk assessment, contract review, vendor governance, investigations, analytics, documentation, and policy drafting.
• The role also calls for clear communication, influencing, analytical judgment, and the ability to explain complex legal rules to non-legal teams.

Qualification and Experience

• MBA HR, MSW, Labour Welfare, or LLB is preferred.
• Certification in Labour Laws, Compliance, Audit, or Risk Management is desirable.
• The detailed profile states 10 to 14 years in HR, labour, industrial relations, vendor, or workforce governance compliance.
• Experience with gig or contingent workforce compliance is preferred, with exposure to audits, investigations, labour authorities, and statutory compliance management.