People and Compliance Manager

The People and Compliance Manager at Servent Ltd is responsible for developing and implementing HR policies and procedures that align with company goals. You will oversee recruitment, conduct compliance training sessions, and manage employee relations by addressing any concerns or conflicts. Additionally, you'll ensure that the organization adheres to labor laws while monitoring compliance programs for necessary improvements.

To qualify for the People and Compliance Manager position at Servent Ltd, candidates should possess a Bachelor's degree in Human Resources, Business Administration, or a related field. While a Master's degree or relevant certification is a plus, having a minimum of 5 years of HR and compliance experience, especially in the accounting industry, is essential, along with strong knowledge of employment laws.

As the People and Compliance Manager at Servent Ltd, you'll play a crucial role in employee development by conducting regular training sessions on compliance topics and overseeing the recruitment process. This ensures staff are not only well-equipped with the necessary skills but also aligned with the company’s ethical framework, empowering them to contribute positively to the workplace.

Essential skills for a People and Compliance Manager at Servent Ltd include excellent communication and interpersonal abilities to foster positive employee relationships, proficiency in HR software for effective record-keeping, and strong organizational skills to manage multiple priorities. You should also demonstrate expertise in conflict resolution and mediation, as these are vital for effectively managing employee relations.

The People and Compliance Manager has a significant impact on company culture at Servent Ltd by promoting a workplace that values accountability and integrity. Through the implementation of HR policies and processes, addressing employee concerns, and ensuring regulatory adherence, you will help cultivate an environment that empowers employees and aligns with our organizational values.

When answering this question, highlight specific examples of HR policies you've developed, focusing on how they benefited the organization while ensuring compliance with laws and regulations. Mention any collaborative processes you used to gather input from employees or management.

In your response, use the STAR method (Situation, Task, Action, Result) to outline a specific conflict, your approach to resolving it, and the positive outcome that resulted. This demonstrates your interpersonal skills and conflict-resolution strategies effectively.

Share how you actively seek out information on labor laws through resources like professional networks, industry publications, and relevant training or conferences. Showing a commitment to continuous learning will emphasize your dedication to compliance.

Discuss the complexity of evolving regulations and the importance of maintaining a culture of compliance. Mention how you ensure that the staff is regularly trained and aware of compliance requirements to mitigate risks effectively.

Emphasize your approach to first understanding the reasons behind the non-compliance. Mention that you would address the issue privately, educate the employee about the importance of the policy, and discuss potential consequences, focusing on resolution rather than punishment.

Focus on specific HR software you have used, your proficiency level, and how it has helped you manage compliance, track employee records, or streamline HR processes. Highlight any training you’ve provided to others on these systems.

Talk about specific techniques like regular check-ins, feedback sessions, or team-building activities that you've found effective in keeping communication open and addressing issues before they become problems. Mention the importance of trust and transparency in these efforts.

Discuss metrics you would use, such as employee turnover rates, satisfaction surveys, or compliance audit results. Show how analyzing these metrics can lead to improvements and informed decisions regarding HR policies.

Explain your process for assessing the training needs of employees, designing the program accordingly, and ensuring that it is engaging and interactive. Highlight the importance of follow-up assessments to measure the program's effectiveness post-implementation.

In your answer, express your admiration for Servent Ltd’s commitment to a positive workplace culture and compliance. Share how your values align with the company’s mission and how you can contribute to its growth and success in the accounting industry.