Champion your team with HR compliance software
Simplify Human Resources compliance so you can focus on building a great place to work.
What is compliance to an HR pro – and why is it important?
Think of HR compliance as an investment in your people, your reputation and the long-term success of your company. When your employees feel secure, respected and safe, you can:
- Safeguard your team’s trust – Protect their sensitive information and demonstrate their privacy matters to you
- Resolve issues fast and fairly – Handle concerns with sensitivity and confidence, minimizing disruption and fostering a safe environment
- Be a proactive problem-solver – Identify potential risks before they become crises, protecting your employees’ well-being and your organization’s bottom line
- Champion ethical behavior – Build a culture of integrity, attract top talent and earn customer trust
Simplifying HR compliance protects your people... and your peace of mind
Between outdated spreadsheets, confusing policies and never-ending training requirements, it’s easy to feel overwhelmed by compliance – let alone the uncertainty of never knowing if HR is truly making a difference. Your list of worries spans many areas:
- Legal uncertainty – Struggling to keep up with ever-changing employment laws, leaving you unsure if your policies and practices are truly compliant
- Time-consuming training – Wasting precious hours creating and delivering HR compliance training … and then not knowing who completed it
- Audit anxiety – Fearing audits will uncover gaps in your compliance program, exposing your company to risk
- Limited resources – Feeling stretched thin, unsure where to find reliable legal expertise or how to justify investments in compliance tools.
The HR compliance hurdles holding you back
From data breaches to discrimination risks, compliance issues create major problems for your company and your people.
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Protecting sensitive data in a complex landscape
From Social Security numbers to bank account information, HR holds a trove of data. A single breach can damage employee trust, trigger legal action and hurt your company’s reputation.
- Global compliance – Navigating GDPR, CCPA, etc., alongside industry-specific rules, makes creating globally-compliant policies and processes a logistical nightmare
- Vendor risks – You lack the resources to thoroughly vet payroll providers, benefits platforms and other third-party vendors
- Remote work security – Remote system access needs corresponding onboarding training and cybersecurity training to make sure IT remains secure
- Outdated systems – Outdated siloed systems, manual processes and clunky spreadsheets make it hard to keep track of stored data, wasting time and increasing security risks
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Streamlining whistleblowing reporting and investigations
You need a reliable way to receive, track and respond to concerns – including sensitive and anonymous reports. This protects both your people and your company’s reputation.
- Inefficient reporting channels – Confusing systems discourage people from speaking up, increasing the risk of any issues escalating
- Fear of retaliation – Without safe, confidential ways to report issues, misconduct can fester, putting your employees and the company at risk
- Investigation roadblocks – Ad hoc processes slow down response time and make it hard to track trends or flag major concerns
- Blind spots – Lack of visibility makes it hard to generate reports for leadership, spot patterns, or demonstrate the effectiveness of compliance initiatives
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Navigating fast-paced regulations and communicating them to employees
From wage and hour laws to remote working IT security processes, employment law is a moving target. You need a way to stay on top of it all.
- Frequent updates – Keeping up with the constant stream of new laws, updates, and interpretations is a struggle, especially without a legal expert
- Unconscious bias – You need tools and training to recognize and mitigate unconscious bias in hiring, promotions, investigations and disciplinary action
- Regional confusion – Compliance is even harder if you operate in multiple geographies with their own regulations and labor laws
- Communicating change – Making sure managers and employees understand and implement updates to policies and procedures is a constant challenge
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Demonstrating the ROI of your compliance program
Investing in compliance is essential, but justifying the cost and showing the ROI can be tough.
- Quantifying risk reduction – It’s difficult to put a dollar value on lawsuits avoided or breaches prevented, taking up valuable bandwidth
- Tracking efficiency – It’s difficult to prove the value of compliance efforts and justify the time spent on preventative measures
- Proactive planning – Data-driven insights help HR make the case for future investments or preventative training programs
- Poor forecasting – Without clear data on past incidents and trends, it’s difficult to identify future risk areas and justify proactive compliance spending
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Promoting a safe and inclusive workplace
HR is on the front lines of fostering a culture where everyone feels respected. Outdated tools, a deprioritized HR function and inconsistent or undocumented processes undermine these efforts.
- Mixed awareness – Outdated handbooks and scattered resources can leave employees unsure of company rules and expectations
- Limited resources – You struggle to get to all the emails, questions and messages people ask about company training, policies and processes
- Inconsistent investigations – If investigations aren’t fair and thorough, it erodes trust and can lead to further problems
- Manual campaign creation – Launching awareness campaigns or circulating training materials without automation or tracking is inefficient and error-prone
Our top resources on HR compliance and HR compliance management
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Sexual Harassment Investigation Checklist
From deciding who to interview first, to considering harassment policy changes, make sure that you cover these 14 key steps in your harassment investigations.Learn more
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Increasing Compliance Adoption Through Engaging Employee Experiences
Discover how to boost compliance adoption within your organization with expert insights and actionable strategies designed to transform your compliance programs.Learn more
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Streamline Employee Onboarding
Create an impactful onboarding campaign to drive engagement and workplace culture. A centralized ethics and compliance (E&C) platform can help new employees quickly complete all compliance onboarding …Learn more
The HR compliance checklist: what you need to deliver
It’s not enough to just react to incoming requests, problems and queries. Proactive HR leaders take these key steps to stay ahead of the curve:
- Centralized and secured data – A platform that offers robust encryption, access controls and aligns with key privacy regulations like GDPR and CCPA.
- Streamlined incident reporting – Accessible channels, including options for anonymity, and fair and thorough investigations.
- Updates on regulations – Awareness of relevant changes to laws related to wage and hour regulations, remote work policies and discrimination protections.
- Clear training and awareness – Easily-accessible policies, inclusive and flexible training and completion tracking for picking up missed deadlines.
- Measured success – Tracking of key metrics to showcase the impact of your compliance initiatives and build a data-driven case for resources and new activities.
Power up HR compliance management with NAVEX One
Discover the NAVEX One HR compliance solutions to keep ethics, awareness and employee morale at the center of your successes.
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Ethics & Compliance Training
Educate and engage your people with online training that speaks in their language, to their experiences.
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Policy & Procedure Management
Centrally manage your entire policy and procedure lifecycle.
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Whistleblowing & Incident Management
Ensure regulatory compliance, engage your people and build trust in your reputation with NAVEX reporting and whistleblowing solutions.
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IT Risk Management
Empower everyone and every process to face IT risks head on.
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