HR Leadership Policies

HR LEADERSHIP POLICIES

Purpose: These Leadership Policies establish standards of conduct, authority, accountability, and operational expectations for individuals in leadership roles. Leaders are responsible for fostering a lawful, ethical, inclusive, and performance-oriented workplace and for ensuring compliance with organizational policies and applicable laws.

PERSONAL INFORMATION

POSITION INFORMATION

Reporting Manager:

Anticipated Start Date:

EMPLOYMENT HISTORY

Employer 1

Employer 2

EDUCATION

Graduation Date:

REFERENCES

Reference 1

Reference 2

Reference 3

LEADERSHIP RESPONSIBILITIES AND POLICY PROVISIONS

Fiduciary and Ethical Conduct: Leaders shall act with integrity and in the best interests of the organization. Leaders must not use their position for personal gain, shall avoid conflicts of interest, and shall promptly disclose any actual or potential conflict to Human Resources or the designated compliance officer.

Authority and Delegation: Leaders may exercise only the decision-making and financial authorities expressly delegated in writing by organizational policies or authorized approvals. Delegation of authority must be documented, and leaders remain accountable for delegated actions until formally rescinded.

Confidential Information and Records: Leaders are custodians of confidential information, including employee records, financial data, strategy, and proprietary information. Confidential information must be safeguarded, accessed only on a need-to-know basis, and retained or destroyed in accordance with records retention requirements.

Equal Employment and Non-Discrimination: Leaders must ensure equal opportunity in hiring, promotion, compensation, and discipline. Discriminatory conduct on the basis of protected characteristics is prohibited and will result in corrective action.

Anti-Harassment and Respectful Workplace: Leaders must model and enforce a workplace free of harassment and hostile conduct. Leaders shall promptly investigate and remediate complaints they receive or that are reported within their scope of responsibility.

Performance Management and Discipline: Leaders are responsible for conducting regular performance evaluations, providing feedback, and applying progressive disciplinary measures consistent with policy. Serious misconduct may warrant immediate corrective action up to and including termination.

Compliance and Reporting Obligations: Leaders must comply with applicable laws, regulations, and organizational policies. Leaders are required to report suspected violations, fraud, or illegal activity to designated compliance channels. Retaliation against individuals who report in good faith is prohibited.

LEGAL DISCLOSURES

At-Will Employment: Employment status and the relationship between the organization and its employees are at-will, unless a written agreement signed by an authorized officer specifies otherwise. Nothing in these policies creates an express or implied contract of employment.

Equal Opportunity Statement: The organization is an equal opportunity employer and does not tolerate unlawful discrimination or harassment. Leaders must apply policies consistently and ensure nondiscriminatory treatment of all employees.

AUTHORIZATIONS

Authorization to Contact Previous Employers and Conduct Background Checks:

APPLICANT / LEADER CERTIFICATION

I certify that all information provided in this document is true, complete, and correct to the best of my knowledge. I understand that falsification, omission, or misrepresentation may result in disciplinary action, including rescission of appointment or termination. I acknowledge that as a leader I have heightened responsibilities to uphold these policies and to report non-compliance.

ADDITIONAL LEADER RESPONSIBILITIES

Training and Development: Leaders must complete required training on compliance, anti-harassment, diversity and inclusion, and any role-specific certifications within mandated timeframes. Failure to complete required training may affect authority delegations.

Delegation Documentation: Any delegation of hiring, disciplinary, or financial authority must be documented in writing and approved by the appropriate officer. Leaders must maintain records of delegations and approvals.

Accountability and Enforcement: Violations of these policies will be investigated and may result in remedial action including counseling, training, suspension of delegated authorities, restitution, demotion, or termination depending on the severity of the violation.

DISCLOSURES AND ACKNOWLEDGEMENT

Disclosure of Prior Investigations or Sanctions: If you have been subject to any prior workplace investigations, disciplinary actions, or professional sanctions that are relevant to your ability to perform leadership duties, please disclose details below.

Additional Comments or Accommodations:

CERTIFICATION AND SIGNATURE

By signing below, I affirm that I have read and understand these HR Leadership Policies, that I accept the responsibilities and authorities described herein, and that I consent to the background and reference checks authorized above. I understand that acknowledgment of these policies does not alter the at-will nature of employment unless expressly provided in a separate written agreement signed by an authorized officer.

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