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Specialist, HR Compliance (Predictive Scheduling)

April 24, 2026

GENERAL PURPOSE: The HR Compliance Specialist is primarily responsible for overseeing and ensuring compliance with predictive scheduling laws across all impacted Stores. This role monitors weekly scheduling activity, investigates changes that may trigger compliance requirements, and partners closely with field leadership to ensure premium pay, documentation, and communication standards are met. In addition to predictive scheduling responsibilities, the Specialist supports broader HR Compliance initiatives and projects as needed to ensure ongoing adherence to federal, state, and local regulations.The base salary range for this role is $70,310 – $97,450. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.ESSENTIAL FUNCTIONS: Predictive Scheduling Compliance (Primary Responsibility) • Review weekly predictive scheduling and labor compliance reports to identify schedule changes, missed notice requirements, and potential premium pay triggers. • Contact Store Managers to validate the reason for schedule changes (associate requested vs. manager initiated), ensuring accurate documentation in all cases. • When changes are manager initiated, follow up to verify premium pay was issued correctly and determine appropriate corrective action when needed. • Track and escalate recurring concerns or trends to the Director of HR Compliance. Recommend compliance enhancements. • Maintain accurate, audit ready documentation of all scheduling investigations, outcomes, and follow up actions. • Monitor newly hired and newly promoted managers; assign predictive scheduling training modules and follow up until completion. • Develop a subject matter expertise on predictive scheduling requirements and support managers with questions on compliance, documentation, and system processes; work with managers to recommend overall compliance strategies and improvements to processes. Compliance Training Development • Manage compliance related training assignments and system testing. • Review weekly training completion reports and send reminders to individuals or leaders with outstanding requirements. • partner with HRIS to resolve reporting or system issues. • Develop and oversee compliance training communications for Corporate, DCs, and Stores, coordinating with Communications teams as needed. • Maintain the compliance training calendar and ensure timely, accurate deployment of required training modules. Legal Notices & Regulatory Updates • Manage and track all compliance related notices distributed to Stores, including any required Store Manager responses. • Review regulatory updates, alerts, and posting requirements from systems such as Poster Guard and research tools and recommended compliance enhancements, as feasible. • Notify the Director of upcoming legal changes and recommend next steps. • Maintain an internal compliance tracker to ensure annual and recurring deadlines are met. • Provide onboarding related compliance notices to HRIS and verify completion. Handbooks & Policies • Support updates to employee handbooks and HR policies, partnering with the Director to incorporate legal changes. • Ensure internal websites, systems, and onboarding materials are updated appropriately once final documents are approved. Compliance Projects • Independently manage project components, including timelines, deliverables, and cross functional coordination. • Conduct research using tools such as XpertHR and Poster Guard to support project and compliance needs. Perform Other Duties as AssignedCOMPETENCIES: • Collaboration • Leading by Example • Communicates Effectively • Ensures Accountability & Execution • Manages Conflict • Business Acumen • Plans, Aligns & Prioritizes • Organizational AgilityQUALIFICATIONS AND SPECIAL SKILLS REQUIRED: • Bachelor’s Degree or equivalent combination of education and related work experience • Four (4) years’ experience in Human Resources or related function • Proficiency with Microsoft Office suite (Word, Outlook, Excel, PowerPoint) • Excellent verbal and written communication skills, including ability to effectively elicit information from, and provide information to others • Strong analytical and problem-solving skills, ability to critically evaluate complex information and articulate recommendations • Must perform efficiently in a high-volume environment, both independently and as part of a team, while maintaining organization and attention to detail, with ability to multi-task and meet competing priorities • Maintain a high level of confidentiality at all times • Ability to communicate well in writing and verbally • Ability to adjust to changing priorities and deadlinesPHYSICAL REQUIREMENTS/ADA: This position may be performed remotely in any U.S. State. Requires sitting, standing, walking, hearing, talking on the telephone, attending meetings, typing, and working with paper/files, etc. Consistent timeliness and regular attendance. Vision requirements: Ability to see information in print and/or electronically. This position may be performed remotely anywhere within the United States. #LI_RemoteSUPERVISORY RESPONSIBILITIES: NoneDISCLAIMER: This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion.Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...