Compliance Manager

The Compliance Manager works closely with the Director of Compliance and other members of the Legal, Conflicts, and Compliance teams, and is responsible for overseeing activities such as responding to client requests for information concerning AG’s consulting and administrative capabilities, policies, and procedures, and assisting with compliance tasks across the firm. The Compliance Manager will work closely with senior staff to ensure that AG’s compliance efforts and responses to requests are complete and comprehensive. The position requires a combination of excellent business judgement and professional experience together with exceptional project management, communication, and customer service skills. The Compliance Manager will build relationships across administrative and consulting teams to facilitate the completion of projects and to maximize their impact on Compliance initiatives.

• Manage time-sensitive client requests that come in a variety of forms including audit requests, questionnaires, RFIs and RFPs.
• In collaboration with the Compliance team, contribute to the design, implementation, and oversight of processes that allow AG to monitor and comply with obligations imposed by contract and other regulatory requirements imposed by clients.
• Address requests from consultants, and work with the Compliance team to allocate responsibilities and coordinate input from other teams.
• Work with internal teams to develop responses to client requests; establish and manage timelines for responding; and implement quality control measures to ensure responses are accurate and well written.
• Review drafts of initial responses prepared by junior members of the Compliance team and work with colleagues across AG to create the final response.
• Work with the Compliance team and other internal teams to identify opportunities for process improvement, IT tools and resources, and response libraries to improve the quality, effectiveness, and efficiency of this function.
• Track client requests to comply with healthcare client SOPs and monitor consultants’ compliance with both internal and client SOPs.
• Partner with the Director of Compliance on new initiatives as the Compliance function expands and as the Compliance Manager develops increasing levels of institutional knowledge.

• Bachelor’s degree required. Law degree preferred.
• An ideal candidate will have 6-8 years of professional experience.
• Prior legal experience or prior experience working in a professional services firm or in the life sciences industry preferred.
• Interest or prior experience in ESG/sustainability a plus.
• Ability to think strategically and exercise independent, sound business judgment.
• Exceptional oral and writing skills to facilitate communication with senior-level management across multiple functional disciplines, and with clients.
• Extraordinary customer service skills, accuracy, attention to detail, and problem-solving ability.
• Ability to assess the need for, and obtain, information required to respond to requests.
• Process design and project management skills.
• Ability to organize and work on multiple projects simultaneously, prioritize projects, meet deadlines, and be flexible to respond to shifting internal and client demands.
• Strong ability to engage in self-directed research and move projects forward independently with minimal supervision.
• Enthusiastic desire to learn, participate, and take ownership of deliverables and this function.
• To the extent permitted by applicable law, eligible candidates must be authorized to work in the United States without sponsorship or restriction, now and in the future.

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  Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
• Please view Equal Employment Opportunity Posters provided by OFCCP here.
• The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)