Build a Strong HR Compliance Team for Today’s Evolving Workplaces

Article

HR compliance stands as the cornerstone of organizational risk management. Certainly, HR leaders have critical responsibility for accurate and timely submissions of various reports, including EEO-1 filings and OSHA recordkeeping. But more than a checklist of legal requirements, compliance today weaves together industry regulations, safety protocols, data privacy standards and worker protections.

Smart leaders recognize its dual role: creating equitable workplaces while safeguarding against legal exposure. Ultimately, the best compliance programs build workforce trust and align with core business goals, creating stable, positive workplace cultures that drive employee retention and enhance market reputation.

Today’s HR compliance landscape has never been more complex. Legal frameworks around artificial intelligence are still evolving, even as the employee regulatory environment addresses pay transparency and pay equity expectations, enhanced leave policies and stricter non-compete regulations.

How to Build a Strong HR Compliance Team

AI, cybersecurity and humanizing the digital workplace
Build a strong compliance team
A multi-faceted hiring approach
Continuous upskilling

AI, cybersecurity and humanizing the digital workplace

Forward-thinking HR leaders are leveraging AI to transform talent acquisition, efficiently handling tasks like candidate sourcing, resume screening and initial interviews. This not only improves efficiency but can also reduce bias in the hiring process when used compliantly.

However, AI-driven HR tools collect and process vast amounts of sensitive employee information, so data privacy and cybersecurity become crucial. With stricter data protection laws being implemented, such as the expanded California Consumer Privacy Act (CCPA), HR leaders must take extra precautions to prevent data breaches and comply with new regulations. Failure to secure this data properly can result in significant legal and financial repercussions.

Another issue that arises with AI systems is a lack of clarity in decision-making around hiring or performance evaluations. HR leaders may struggle to explain or justify AI-driven decisions, which could lead to legal challenges or regulatory scrutiny. There's a growing demand for AI transparency and explainability in HR decision-making, with some regulations now requiring clear justifications for AI-driven employment decisions.

Also critical in an increasingly digitized workplace is prioritizing human-centric leadership. This brand of HR leadership emphasizes empathy, emotional intelligence and adaptability, which can take the form of holistic well-being programs that include telemedicine and wellness apps as scalable solutions to address physical, mental and financial health.

Build a strong compliance team

Other barriers HR leaders face in today’s compliance landscape include data management complexities caused by consolidating information from disparate systems, leading to inconsistencies and potential inaccuracies in reporting. Leaders are also trying to keep pace with constantly changing laws and reporting requirements, demanding ongoing education and adaptability. Meeting strict submission timelines while ensuring data accuracy can also create significant pressure on HR teams.

Hiring and adequately compensating highly skilled HR compliance professionals will help companies navigate this increasingly intricate landscape of workplace compliance. The most successful hires will possess a unique blend of technical expertise and soft skills and have a strong foundation in employment law and a track record of staying ahead of regulatory changes. They also need a mix of in-depth regulatory knowledge and a comprehensive understanding of current employment laws and regulations. The ability to collect, verify and analyze large volumes of data with precision is also crucial for maintaining the integrity of compliance reports.

To streamline compliance and reduce the likelihood of errors, compliance professionals should have experience and skills with various reporting tools and proficiency in advanced software and platforms designed for compliance reporting.

Finally, truly exceptional compliance professionals demonstrate advanced communication skills, adaptability and a genuine passion for fostering positive workplace cultures.

A multi-faceted hiring approach

HR hiring in general is still strong in 2025. According to Robert Half’s latest Demand for Skilled Talent Report, 55% of HR leaders are currently looking to fill new permanent positions on their teams, but 88% said it’s challenging to find skilled talent in the current market. Not surprisingly, 35% said they’ll be increasing their use of contract talent this year.

To build a dream compliance team, keep these tips in mind:

Look beyond the resume. While technical skills are crucial, don’t underestimate the power of soft skills. Compliance professionals with exceptional communication abilities and emotional intelligence excel in their roles.

Compensate competitively. Getting salary and benefits right is an undeniable competitive advantage in a tight labor market. It contributes to job satisfaction and addresses the growing focus on pay equity. Consider regular compensation reviews and utilize salary benchmarking tools like the Robert Half Salary Guide.

Offer growth opportunities. Top talent is often looking for more than just a job. Highlighting clear career progression paths can be a major draw for high-caliber candidates.

Emphasize company culture. Compliance professionals who align with your organization’s values tend to be more engaged and effective in their roles.

Consider candidates from non-HR backgrounds. Some of the most innovative compliance professionals can be found in the world’s of technology and data analytics.

Highlight the impact. Many compliance professionals are driven by making a real difference. Showcase how the role contributes to the organization's success and ethical standing.

Remember, in the world of HR compliance, integrity is non-negotiable. By prioritizing both knowledge and character in your hiring process, you’ll build a compliance team that keeps your organization compliant and driving forward with innovation and empathy.

Continuous upskilling

Once on board, provide targeted training for compliance teams. Regular, focused learning sessions ensure they stay current with fast-moving regulatory changes and best practices in compliance reporting. Training sessions should be tailored to address specific compliance areas relevant to your organization, such as EEO-1 filings, OSHA recordkeeping or industry-specific regulations.

Investing in continuous education empowers compliance teams to step up proactively to identify potential issues, implement effective risk mitigation strategies and contribute to a corporate culture of compliance throughout the organization.

Get more hiring and employment trends in the Demand for Skilled Talent Report.

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