The role of HR in corporate compliance programs, is often underestimated. If your company has a culture where compliance is perceived to be in competition or worse yet antithetical to HR, the company certainly is not hitting on all cylinders and maybe moving towards dysfunction. Another way you can operationalize compliance is in HR’s involvement in employee promotion. Such compliance embedded into the promotion process can also be considered an internal compliance control. By doing so, your compliance may well work to create an See more +

The role of HR in corporate compliance programs, is often underestimated. If your company has a culture where compliance is perceived to be in competition or worse yet antithetical to HR, the company certainly is not hitting on all cylinders and maybe moving towards dysfunction. Another way you can operationalize compliance is in HR’s involvement in employee promotion. Such compliance embedded into the promotion process can also be considered an internal compliance control. By doing so, your compliance may well work to create an effective internal controls regime as mandated by the FCPA and other anti-corruption laws.

Three key takeaways:

1. Denying a promotion or award due to an employee’s ethical lapses.

2. Use promotions to reinforce your company’s commitment to compliance and ethics.

3. Should you wait for great? See less -