Use case: Monitor HR policy requirements and identify onboarding risks Your organization. For instance, you might use one system for onboarding and another to manage policies, but the policies don9t map back to appropriate controls. And beyond internal policies and best practices, there9s a wide range of regulations across the employee journey that can vary greatly from state to state and country to country. • Is your company subject to local laws regarding pay for unused personal time off? • Have all appropriate steps been followed during onboarding and termination? • When was the last time employees confirmed the review of anti- harassment and insider-trading policies? • Have the appropriate pre-employment background checks been completed? • How do leave policies vary depending on where an employee resides? • Have the appropriate policies been followed for whistleblowers, non- discrimination, sexual harassment complaints, and investigations? • Have you implemented and approved the appropriate policies regarding separation of duty? Fortunately, there9s a relatively simple way to mitigate these risks. With a robust solution like ServiceNow HR Service Delivery working seamlessly in tandem with ServiceNow IRM, you have an integrated risk platform and an additional line of defense. IRM can monitor activity across solutions, automatically alert the appropriate teams when there is a compliance concern, track the concern through resolution, and prove that your organization has adhered to all requirements. The bottom line: our integrated risk platform lets you spend time on people, not processes. An HR manager at work As a talent manager, I need to work with my team to ensure that our organization is following all the local regulations and our internal policies. These can vary greatly depending on employee location. In my ServiceNow dashboard, I can view reports specifically configured to help me track our compliance efforts. In one case, I can see an onboarding risk resulting from an HR task that was closed but never completed. The HR compliance manager is identified, as is the new employee. When I drill into the closed but incomplete task, I see that a new employee (a much-needed account executive) hasn9t signed a required NDA as part of the onboarding process4but the hiring manager has signed off on the case. Looking 11