HR Compliance Coordinator

Description

SUMMARY

The HR Compliance Coordinator provides critical support to the Human Resources Secretariat by ensuring diocesan employment practices align with applicable laws, internal policies, and recordkeeping standards. This position plays a key role in administering leave programs, responding to unemployment claims, supporting policy compliance efforts, and conducting field audits. The coordinator also contributes to data tracking and reporting efforts, supports demographic reporting projects, and helps maintain accurate employee records in the HRIS. The HR Compliance Coordinator is responsible for delivering training sessions related to HR policy, employment laws, and leave procedures as needed, and serves as a key resource to diocesan locations seeking clarity on these topics. The role requires strong attention to detail, sound judgment, and the ability to interpret policy across diverse diocesan locations, while maintaining professionalism and discretion in all interactions. 

The Diocese of Orlando four core values lay the foundation for the work performed by its employees.

1. Authenticity: Conviction that God has called us to reflect exteriorly our inner life of faith in our daily living

2. Respect: Affirming each person’s God-given dignity and uniqueness.

3. Courage: Inspired by this gift of the Holy Spirit, we proclaim and live the Word of God fearlessly and devotedly.

4. Commitment: Individually and collectively, we are steadfast to the team and its purpose.

ESSENTIAL DUTIES AND RESPONSIBILITIES 

The following duties and functions, as outlined herein, are intended to be representative of the type of tasks performed within this classification. They are not listed in any order of importance. The omission of specific statements of the duties or functions does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned.

• Coordinates all Diocesan Leave of Absence Programs, including FMLA, Maternity/Paternity Leave, Domestic Violence Leave, Military Leave, and Reserve Training. Maintains accurate leave tracking in the HRIS.
• Reviews and processes all leave of absence requests; under the supervision of the HR Senior Director, makes approval or denial decisions in accordance with regulations and guidelines. Consults with the HR Senior Director on complex or sensitive cases.
• Develops and issues written communications related to leaves (e.g., FMLA packets, eligibility notices, designation letters, extensions) and serves as the primary point of contact with employees and supervisors throughout the leave process.
• Collaborates with the Payroll team and Entity Administrators to ensure HRIS records are up-to-date and reflect accurate leave usage. Enters coding corrections in HRIS to support accurate payroll processing.
• Coordinates non-FMLA related leave of absences and return to work in accordance with physician orders and applicable laws, policies, and procedures; Consults with Sr. Director of Human Resources on leave cases requiring accommodations. Participates with Diocesan Entity Leaders in the interactive process of accommodating employees during the return-to-work process.
• Handles routine unemployment claims and coordinates documentation for unemployment appeal hearings.
• Supports the Assistant Director, HR Compliance by compiling demographic and salary data to assist in the timely completion and submission of the annual EEO-1 report.
• Conducts audits at Chancery and diocesan entities to ensure HR policy and personnel file compliance.
• Delivers training to diocesan staff and supervisors as needed on HR policies, leave administration, employment laws, and other related topics as requested by the supervisor.
• Acts as a resource to diocesan entities by interpreting employment policies and providing guidance to ensure alignment with local, state, and federal employment laws.
• Schedules and supports candidate testing at the Chancery, including preparation of testing materials, setup of stations, and day-of coordination to ensure a smooth applicant experience.
• Maintains thorough knowledge of diocesan structure and leadership, including Chancery leaders, pastors, principals, and business administrators, to ensure alignment of HR practices.
• Maintains HRIS data integrity, runs regular and ad hoc reports, and performs demographic research as requested.
• Collects and analyzes HR data for audits, compliance tracking, and project support.
• Maintains professional knowledge by attending workshops, reviewing publications, networking, and participating in relevant organizations.
• Handles sensitive or confidential matters with professionalism, discretion, and good judgment.
• Demonstrates commitment to departmental goals, collaboration, and maintaining high-quality service across HR functions.
• Assists the Assistant Director and HR Senior Director with projects and performs other duties as assigned.

Requirements

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

CATHOLIC FAITH

Requires an appreciation and respect for the Catholic Church and its teachings.  Church employees must conduct themselves in a manner that is consistent with and supportive of the mission and purpose of the Church. Their public behavior must not violate the faith, morals or laws of the Church or the policies of the diocese.

EDUCATION and/or EXPERIENCE

Possess, or be actively pursuing, a bachelor’s degree from an accredited college or university in human resources management or a related field, with a minimum of three (3) years of progressive experience in human resources, including direct experience administering the FMLA process within a complex organization. Professional HR certification is preferred; an equivalent combination of certification and experience may be considered. Knowledge of church organizational structures and operations and/or experience in a multi-unit nonprofit setting is desirable. Proficiency in technology applications required. Bilingual in Spanish preferred.

KNOWLEDGE, SKILLS, AND ABILITIES

• In-depth knowledge of federal and state employment laws, including FMLA, ADA, USERRA, and other leave-related regulations.
• Demonstrated experience administering leave of absence programs with accuracy, discretion, and sensitivity to confidentiality.
• Strong analytical and organizational skills, with the ability to review documentation, identify gaps, and ensure compliance with policy and legal standards.
• Excellent written and verbal communication skills; able to draft official correspondence and explain complex policies to varied audiences.
• Proven ability to interpret and apply HR policies and procedures consistently and in alignment with employment law and diocesan expectations.
• Ability to manage sensitive matters involving personnel, employment status, or leave accommodations with discretion, empathy, and professionalism.
• Skilled in facilitating or supporting training sessions on HR topics such as policy updates, FMLA/LOA administration, or recordkeeping standards.
• Strong proficiency in HRIS systems and Microsoft Office tools; able to generate reports and maintain accurate employee data.
• Adept at conducting audits and compliance checks, with attention to detail and documentation integrity.
• Interpersonal effectiveness across a broad range of interactions; able to build trust and collaborate with clergy, school leaders, and parish administrators.
• Capable of working independently under limited supervision, while also contributing to team goals and cross-functional projects.
• Comfortable adapting to shifting priorities, tight deadlines, and high-volume periods with professionalism and reliability.
• Familiarity with Catholic diocesan structure and mission is preferred.

WORKING CONDITIONS

This position generally follows a standard full-time 8-hour day schedule; however, occasional evening, weekend, or overtime hours may be required based on departmental needs. While such instances are infrequent, the individual must be flexible and available to adjust their schedule when necessary. The role may involve periods of high activity and requires the ability to manage multiple priorities and perform well under pressure. Occasional travel to diocesan locations for audits, trainings, or meetings is required.

PHYSICAL and SENSORY REQUIREMENTS

Physical Ability: This position requires the ability to perform sedentary to light physical work, including occasional lifting, carrying, pushing, or pulling of objects up to 15 pounds. Tasks may involve prolonged periods of sitting and frequent use of a computer keyboard and other standard office equipment.

Sensory Requirements: Must be able to perceive and interpret visual information on computer screens and printed documents. Effective verbal and written communication is essential to interact with internal and external stakeholders.

Environmental Factors: Work is primarily performed in a standard office environment with minimal exposure to adverse conditions. Periodic site visits to diocesan locations may involve varied working environments.

A review of this position has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. All duties and responsibilities are essential job functions and requirements are subject to possible modifications to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will possess the abilities and aptitudes to perform each duty proficiently. Requirements are representative of the minimum level of knowledge, skills, and ability.