HR Compliance Manager

Why Sony Interactive Entertainment?

Sony Interactive Entertainment isn’t just the Best Place to Play - it’s also the Best Place to Work. Sony Interactive Entertainment (SIE) is the company behind the PlayStation brand. As a subsidiary of Sony Group Corporation, we’re part of a proud legacy of innovation and excellence. SIE is a dynamic technology company, delivering cutting-edge hardware and network services to more than 100 million people and an entertainment leader, home to some of the most beloved and recognizable intellectual properties (IP) in the world. Our role at SIE is to create and nurture the experiences under the PlayStation brand, a name synonymous with entertainment excellence and creativity.

We are looking for an experienced HR Compliance Manager to establish and lead our EMEA People Compliance function. As a key member of the People Experience team, this role works in close partnership with AMER HR Compliance, Employment Legal, Privacy and People teams.  

This is a highly collaborative and influential role requiring strong EMEA employment compliance expertise alongside experience in policy governance, regulatory change, risk and controls, data governance, and program management. The right candidate will have a strong interest in employment policies and legislative trends, extensive program management and vendor management experience, and desire to understand and improve processes. This role will also focus on process improvement opportunities and demonstrating industry best practices. 

Based in London and reporting to the Senior Director, People Experience EMEA, this person will lead the EMEA HR Compliance & UK Leave of Absence teams. Join this highly collaborative HR team whose mission is to create a highly engaged work culture.

What you’ll be doing:

1. EMEA People Compliance Framework & Governance

• Build and lead the EMEA People Compliance framework, establishing governance, controls, ownership and reporting across the region

• Monitor relevant employment and regulatory developments across EMEA with the Legal team and translate requirements into practical People policies, processes and controls 

• Develop reporting and metrics that provide visibility of compliance status, emerging risks and remediation.

2. Policy Governance & Regulatory Change

• Establish and manage the EMEA policy governance framework

• Partner with Employment Legal to translate legislative and regulatory change into scalable policies, processes and guidance

• Lead change management and capability-building associated with regulatory change, including training and guidance for PX teams

• Create clear governance across policies, handbooks, employee-facing articles and internal guidance

• Develop training and guidance so PX teams can confidently interpret and apply policies

• Act as an escalation point for complex scenarios and guide relevant teams

3. Employment Compliance Programs

• Oversee EMEA Right to Work and immigration compliance controls, including appropriate verification and reverification processes. 

• Own the EMEA background screening process and vendor relationship for the region 

• Partner with Talent Acquisition (TA), IT, and tech teams to enhance integrations between systems for best-in-class employee experience 

• Establish and own the EMEA governance framework for fixed-term employment, partnering with TA, HRBP, Finance and PX to establish appropriate controls across hiring, extensions, renewals and termination 

• Statutory/regulatory People reporting 

• Compliance requirements arising from employee moves/international mobility 

• Act as subject matter expert and first point of contact for EMEA employment policy questions, providing clear and accurate interpretation of policies in close partnership with Employee Relations (ER) and Employment Legal. 

4. People Data Privacy & Record Retention Governance  

• Lead EMEA personnel file governance, including the transition from local storage to Workday, and establish appropriate standards for retention, access, naming conventions and audit controls across Workday, SharePoint and other People platforms. 

• Conduct periodic audits, identify control gaps, and oversee remediation. 

• Establish scalable governance for employee DSARs and other data rights requests, define best practice and clear roles and responsibilities 

5. Audit, Risk & Assurance  

• Develop and lead regional People compliance risk assessments, translating identified risks into appropriate controls, assurance activity and remediation plans 

• Own/coordinate HR controls supporting internal and external audits, including SOX 

• Provide People Compliance expertise for M&A due diligence, integration planning and acquisition onboarding. 

6. Capability, Technology & Continuous Improvement  

• Build compliance capability across PX through training, guidance and practical tools 

• Identify opportunities to automate controls and reduce manual compliance activity 

• Partner with PTS/People Technology on system controls and enhancements 

• Build meaningful compliance dashboards and reporting 

• Manage relevant third-party providers and budgets 

• Drive continuous improvement and simplification 

• Establish effective governance for employee-facing compliance and policy content across People platforms, ensuring information is accurate, current, accessible and appropriately maintained. 

7. UK & Ireland Leave of Absence Leadership  

• Lead the UK & Ireland Leave of Absence function, ensuring effective controls, reporting and employee/manager support, in partnership with ER, Benefits, Payroll and PX 

• Provide oversight and guidance on complex or exceptional LOA cases, ensuring consistent and equitable application of policy. 

Core Partners: Employment Legal, Privacy, Employee Relations, People Technology, AMER HR Compliance, Talent Acquisition, Benefits and Global Mobility. 

Wider Stakeholders: Corporate Legal, Security, IT, Information Security, Health & Safety, Facilities, Studio HR, Sony Group companies, Finance and external vendors. 

What we’re looking for:  

• 7+ years of relevant HR or People compliance, governance or related experience, including building or evolving compliance practices across multiple EMEA countries within an established global framework. 

• Strong knowledge of employment compliance, policy governance, regulatory change, and risk and control frameworks, with experience in compliance monitoring, audits and assurance. 

• Experience working closely with Employment Legal to translate complex legal and regulatory requirements into practical, scalable People policies, processes and controls. 

• Knowledge of GDPR and employee data governance. 

• Strong project management and data literacy, with the ability to use reporting to identify risks, monitor controls and inform decisions. 

• Ability to influence senior stakeholders and work effectively across Legal, Privacy, HR and Technology in a global, matrixed organisation. 

• Sound judgement, discretion and initiative, with the ability to resolve problems and improve established processes. 

• Experience managing and developing a team. 

• Experience with Workday, ServiceNow or comparable HR or case management systems is preferred. 

Desired experience:

• Experience establishing a regional People compliance or employment-policy capability from the ground up.
• Experience operating across multiple European jurisdictions, particularly environments with significant employee-representation requirements.
• Experience supporting HR operating-model transformation, centralisation or integration.
• Experience implementing global People initiatives in Europe and adapting programmes where local legal or employee-representation requirements require a different approach.

Benefits:  

• Hybrid working 
• Discretionary bonus opportunity 
• Private Medical Insurance 
• Dental Scheme 
• London Allowance (if applicable) 
• 25 days holiday per year 
• On Site Gym 
• Subsidised Café 
• Free soft drinks 
• On site bar 
• Access to cycle garage and showers 

Please note, Sony Interactive Entertainment conducts background checks at the offer stage for all new employees (which may include criminal background checks for some roles) and will need to process personal information to support these checks.

Please refer to our Candidate Privacy Notice  for more information about what personal information we collect, how we use it, who we share it with, and your data protection rights.

Equal Opportunity Statement:

Sony is an Equal Opportunity Employer. All persons will receive consideration for employment without regard to gender (including gender identity, gender expression and gender reassignment), race (including colour, nationality, ethnic or national origin), religion or belief, marital or civil partnership status, disability, age, sexual orientation, pregnancy, maternity or parental status, trade union membership or membership in any other legally protected category.

We strive to create an inclusive environment, empower employees and embrace diversity. We encourage everyone to respond. 

Sony Interactive Entertainment is a Fair Chance employer and qualified applicants with arrest and conviction records will be considered for employment.