Amii Barnard-Bahn on HR & Compliance

Thomas Fox
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Many organizations face significant structural deficiencies that fail to bridge the gap between Compliance and H.R. In terms of structure, most often, there is a failure in defining roles and responsibilities that tends to be confusing to the management, which looks inefficient or redundant.

Like a well-oiled machine, a company functions seamlessly if both H.R. and compliance functions are synched and compatible when power, resources, and procedures are strategically set without See more +

Many organizations face significant structural deficiencies that fail to bridge the gap between Compliance and H.R. In terms of structure, most often, there is a failure in defining roles and responsibilities that tends to be confusing to the management, which looks inefficient or redundant.

Like a well-oiled machine, a company functions seamlessly if both H.R. and compliance functions are synched and compatible when power, resources, and procedures are strategically set without overlapping.

To further explore this underutilized program, I spoke with one of the unique people in the compliance space. An executive coach, strategic advisor, and keynote speaker described by Forbes as "one of the top coaches for legal and compliance executives."

Amii Barnard - Bahn will add transparency as an H.R. professional to the compliance function to help accelerate compliance and legal executives' success.

Major takeaways discussed in the episode:

? Compliance officers should be aware of the Human Resource functions, like recruitment, employee annual life cycle, performance reviews, and compensation. Being involved in the process ensures that the company is getting the right people and ensuring strong ethical standards. If unchecked, conflict of interests is embedded even in the employment application that goes unchecked.

? Set up a Helpline instead of a hotline which is friendlier and less scary. Doing so gives people the confidence to speak up comfortably, raise questions and report misconduct without fear. Encouraging transparency in the workplace creates a belief that the company takes action. More calls mean more confidence that organizational justice can be served.

? Positional authority isn't the way to go and will not be useful in the future workplace. The pandemic has shown how the dynamics have changed, and good leadership and influence skills will get things done. Compliance officers should be critical of this going forward.

? Modern workers stay long in a company that they're proud of and that they feel is doing good work. The compliance department should look at strategies and steps towards reaching out and connecting with their employees and participating if not taking a stand involving necessary and impactful causes. See less -

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Thomas Fox, Compliance Evangelist | Attorney Advertising

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Thomas Fox
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