HR Regulatory and Compliance Partner

Job Summary:

The HR Regulatory and Compliance Partner serves as the operational lead for Human Resources regulatory compliance, audit preparedness, and survey readiness. Under the direction of the HR Operations leadership, the role helps to develop, implement, and maintain the HR infrastructure, processes, controls, documentation standards, and monitoring mechanisms necessary to support ongoing compliance with applicable regulatory, accreditation, licensing, and organizational requirements.

This role serves as the HR operational lead for Joint Commission, Centers for Medicare & Medicaid Services (CMS), state licensing, labor-related audits and actions, and other regulatory surveys, reviews, and audits by ensuring HR documentation, records, policies, processes, and supporting evidence remain accurate, complete, accessible, and survey-ready.

Working closely with HR leadership, Regulatory Affairs, Labor and Employee Relations (LER), Legal, operational departments, and other critical stakeholders, the HR Regulatory and Compliance Partner translates regulatory requirements into sustainable HR operational practices, establishes standardized compliance processes, monitors compliance performance, identifies operational risks and gaps, and drives remediation and continuous improvement.

The role functions as a central point of coordination for HR regulatory readiness and promotes a model of continuous readiness rather than episodic preparation for surveys or audits.

Department Summary:

The Human Resources Department at University of California, San Francisco (UCSF) is a strategic enterprise function supporting a leading academic health sciences institution with a large, diverse, and highly regulated workforce. HR partners with campus, health system, and academic leadership to deliver integrated human capital services spanning HR operations and shared services, talent acquisition and management, compensation and benefits, labor and employee relations, learning and organizational development, workforce wellness, and compliance. Operating in a complex, multi-entity environment, the department focuses on modernizing service delivery through technology, shared services, and data-informed decision-making while advancing employee experience, equity, and organizational effectiveness in support of UCSF’s mission of patient care, research, education, and public service.

Responsibilities

% 

of time

Essential Function (Yes/No)

  

Key Responsibilities

(To be completed by Supervisor)

40Yes 
Serves as the HR operational lead for regulatory surveys, audits, reviews, and compliance activities, including Joint Commission, CMS, state licensing, labor-related audits/actions, and other applicable regulatory requirements. Coordinates HR responses and ensures supporting records, documentation, policies, and evidence are accurate, complete, accessible, and survey-ready.
25YesDevelops, implements, maintains, and continuously improves standardized HR compliance processes, controls, documentation standards, tools, and monitoring mechanisms to support sustained regulatory and accreditation readiness.20YesMonitors HR compliance performance; conducts reviews and analyses to identify gaps, trends, and operational risks; develops corrective action recommendations; tracks remediation activities through resolution; and escalates significant issues as appropriate.10YesPartners with HR leadership, Regulatory Affairs, LER, Legal, operational departments, and other stakeholders to interpret requirements and translate them into sustainable HR operational practices. Provides guidance regarding documentation and readiness expectations.5NoOther duties as assigned100% (To update total %, enter the amount of time in whole numbers (without the % symbol - e.g., 15, 20) then highlight the total sum (e.g., 1%) at the bottom of the column and press F9. The total sum should add up to 100%.)Qualifications

Required Qualifications:

• Bachelor's degree in related area and / or equivalent experience / training.
• Minimum 3 years of progressing Human Resources experience, including experience applying HR policies, procedures, employment practices, or regulatory/compliance requirements.
• Demonstrated experience supporting audits, regulatory reviews, compliance monitoring, accreditation activities, or similar organizational readiness activities.
• Demonstrated experience reviewing processes, records, or data to identify compliance gaps or operational risks and develop recommendations or corrective actions.
• Demonstrated experience developing or maintaining standard operating procedures, process documentation, controls, compliance tools, or monitoring mechanisms.
• Experience coordinating work involving multiple stakeholders or functional areas and tracking deliverables through completion.
• Demonstrated ability to analyze and interpret policies, procedures, standards, regulations, or other complex requirements and translate them into operational processes.
• Demonstrated written and verbal communication skills sufficient to prepare reports, findings, procedures, guidance, presentations, or other compliance documentation.
• Experience using an HR information system (HRIS/HRMS) and standard business productivity applications to retrieve, organize, analyze, or report information.

• Demonstrated ability to manage multiple priorities, deadlines, and confidential or sensitive information with a high degree of accuracy.

  
  

Preferred Qualifications:

• PHR, SPHR, SHRM-CP, SHRM-SCP, CHC, or comparable HR/compliance certification
• HR regulatory/compliance experience in a healthcare, academic medical center, higher education, or similarly regulated environment.
• Experience supporting Joint Commission, CMS, state licensing, accreditation, or comparable regulatory surveys/audits.
• Experience working with labor and employee relations, regulatory affairs, legal, or compliance functions.
• Experience developing compliance metrics, dashboards, monitoring reports, or corrective-action tracking mechanisms.
• Knowledge of regulatory requirements affecting HR documentation, workforce records, credentialing/readiness, or employment practices.

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