Establishing an ethics & compliance team which is well equipped to handle turbulence and uncertainty goes way beyond simply finding qualified candidates. It requires strategic thinking around structure, skills and company culture.
Here are five essential pillars to focus on, when building or scaling your ethics & compliance function, to ensure you maximise your team’s potential:
1. Resourcing strategically, not reactively
Too often, compliance functions are under-resourced until something goes wrong. The most effective teams are built proactively, with clear alignment between the company’s risk profile and the resources required to manage it. A well-resourced team also sends a clear message to stakeholders that the organisation cares about ethical working practices.
Best practice:
- Conduct a risk-based gap analysis of your current team structure.
- Secure executive sponsorship for adequate headcount and budget.
- Invest in both operational support and strategic oversight roles.
Recruitment tip:
Work with a specialist compliance recruiter who can benchmark your team size and structure against peers in your industry. At Leonid, we offer comprehensive talent intelligence as part of our service.
2. Hire multi-skilled, cross-functional experience
The modern E&C function requires much more than just policy expertise, to thrive. Investigations, data privacy, third-party risk, ESG, whistleblowing and AI governance are now firmly part of the compliance remit.
Build a team that combines:
- Legal and regulatory knowledge
- Operational risk and internal audit experience
- Sector-specific expertise (e.g., life sciences, tech, financial services)
- Strong business acumen and change management skills
Why it matters:
A diversity of backgrounds allows for more agile problem-solving and greater credibility with internal stakeholders.
3. Foster a culture of collaboration and communication
Compliance cannot effectively operate in a silo. High-performing teams build strong relationships across legal, HR, finance, IT and operations.
Focus on:
- Embedding compliance into business processes, not bolting it on
- Regular engagement with senior leadership and front-line staff
- Empowering team members to be visible, accessible and solution-oriented
The result:
Fewer surprises, faster issue resolution - and a stronger ethical culture.
4. Commit to continuous training and development
Regulations change. Technologies evolve. And teams must adapt. Continuous learning is non-negotiable in today’s complex compliance environment.
Key actions:
- Offer regular training on new regulations, systems, and soft skills
- Encourage professional certifications (e.g., CCEP, ICA, SCCE)
- Invest in leadership development for rising compliance talent
Long-term benefit:
You retain top performers and build a succession pipeline for critical roles.
5. Empower the team to make an impact
Compliance professionals are often seen as “gatekeepers,” but their real value lies in enabling the business to operate ethically and sustainably. High-performing teams feel empowered to lead, challenge and guide.
How to empower your team:
- Clarify decision-making authority and accountability
- Recognise contributions publicly - especially when risk is averted
- Foster psychological safety to speak up, innovate and escalate concerns
Remember:
Empowered compliance teams are confident, proactive and deeply embedded in the business.
As specialist recruiters in the compliance space, we’ve seen what great teams look like - and what holds others back. Building a high-performing ethics & compliance function is not just about hiring the right individuals; it’s about designing an environment where those individuals can thrive.
If you’re scaling your compliance team or looking to improve performance, we’re here to help you shape a structure that delivers long-term value and protects your organisation from reputational and regulatory risk.
Please get in touch with our Managing Director and compliance recruitment specialist, Jamie Browne, to find out how we can help.
