Coupang HR Compliance Manager

About the Company
Coupang exists to deliver customer delight. We know we are fulfilling our mission when customers say, “How did we ever live without Coupang?”
With the sole determination to make customers’ shopping, dining and everyday lives more convenient, Coupang is driving innovation across a commerce industry worth hundreds of millions of dollars. Coupang is one of the fastest-growing retail companies and has built a unique position in the domestic e-commerce industry and the trust of its customers.

We pride ourselves on being a large, listed global company built on a startup culture. This is what keeps the agility of our founding days alive and fuels our growth as we continuously launch new services and expand our business. Every Coupang employee has the opportunity to develop an entrepreneurial spirit and to drive new innovations and initiatives. The boldness to dive into work without hesitation and to achieve results is the essence of how Coupang works. At Coupang, you will witness yourself, your colleagues, your team and the whole company growing every day.

Every Coupang employee is committed to Coupang’s mission of shaping the future of commerce. We solve customers’ problems, challenge conventional ideas and common wisdom, and go beyond what is considered achievable. If you want an amazing work experience in an always-on, high-tech and hyper-connected world, join Coupang now.

 

 

About the Role
HR Compliance ensures that the company’s HR operations and policies comply with labour laws, internal rules and ethical standards, and identifies, assesses and improves compliance risks across the entire HR process. It also prevents legal and reputational risks through policy review and internal training, and builds a healthy compliance culture.

 

 

Responsibilities
1. HR Compliance Risk Management
• Identify and assess compliance risks across HR operations
• Review compliance with labour laws, internal rules and ethical standards
• Carry out risk analysis of high-risk HR processes and operational practices
• Analyse the impact of changes in laws and regulations and establish response measures

2. Policy and Process Review
• Review the adequacy of HR policies, guidelines, SOPs and operational processes
• Review compliance risks when introducing new HR programmes, organisational restructuring and changes to processes
• Lead policy improvements and updates in response to changes in laws and internal standards

3. HR Audit Execution and Monitoring
• Manage compliance risks through regular audits and monitoring of the HR area
• Identify improvement tasks arising from audit results and manage their implementation status
• Establish key compliance indicators (KPIs) and operate a reporting system to senior management

4. Training and Advisory
• Lead activities to raise compliance awareness and spread a compliance culture within the organisation

 

 

Requirements
• At least 8 years of practical experience in HR and labour relations
• Certified Labour Relations Advisor qualification (knowledge of labour law equivalent to a Certified Labour Relations Advisor is also accepted)
• At least 5 years of HR/labour relations experience in a company with 300 or more employees
• MS Office (including Excel)

 

 

Preferred Qualifications
• Experience in the logistics or distribution industry
• Experience operating end-to-end HR policy and compliance processes

 

 

Selection Process and Information

Selection process
• Document screening - job fit interview - core competency interview - final decision
• The selection process may differ by role and may change depending on schedule and circumstances.
• Selection schedule and results will be notified individually to the email address registered on your application.

Notes
• This advertisement may close early once recruitment is complete.
• If there is any false information in your application, your offer may be cancelled.
• Employment-protected candidates (veterans, persons with disabilities, etc.) may receive preference in hiring in accordance with the relevant laws.
• Job title and scope of responsibilities may be changed in consideration of the candidate’s overall career and experience. If such a change is necessary, we will communicate with the candidate at an appropriate time before the final offer notification.
• If the legally required qualifications for hiring and performing the job are not met, hiring may be restricted.
• The employment type is permanent and includes a 12-week probationary period. However, where operationally necessary, the above probationary period may be waived, shortened or extended.

Privacy Policy
• The Coupang Group collects and processes your personal data in accordance with the applicant privacy policy (link below).
https://www.coupang.jobs/kr/privacy-policy/

Document Return Policy
1. This notice is given pursuant to Article 11(6) of the Act on Fairness in Recruitment Procedures.
2. Applicants who applied for a position with us and were not finally selected may request the return of the recruitment documents they submitted, in accordance with the Act on Fairness in Recruitment Procedures. However, this does not apply where documents were submitted via our website or by email, or where the applicant submitted them voluntarily without our request. If the recruitment documents are lost due to natural disasters or other causes not attributable to us, they are deemed to have been returned.
3. An applicant requesting the return of recruitment documents under paragraph 2 above should complete a recruitment document return request form [Form No. 3 in the Enforcement Rules of the Act on Fairness in Recruitment Procedures] and submit it by email ([contact details removed]). Once submission is confirmed, the documents will be sent by registered post to the address specified within 14 days of that date. In this case, the registered postage is payable by the recipient, so please bear this in mind.
4. In preparation for return requests under paragraph 2 above, we will retain the original recruitment documents submitted by applicants for 180 days from the date the hiring decision is finalised. If no return is requested by then, all recruitment documents will be destroyed without delay in accordance with the Personal Information Protection Act.
5. However, the provisions of paragraphs 1 to 4 above apply only where the labour laws of the Republic of Korea apply. They do not apply in other cases.

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