Human Resources Compliance Manager

HR Compliance Manager

Department: Human Resources

Reports to: Chief Human Resources Officer

Classification: Exempt

People Management Responsibility: None; individual contributor

Position Summary

The HR Compliance Manager is responsible for supporting the company’s employment compliance efforts across approximately 40 states and numerous local jurisdictions. This individual contributor will monitor evolving employment requirements, conduct regular audits, maintain an enterprise-wide compliance calendar, and coordinate cross-functional initiatives to help ensure the company’s policies, practices, systems, and records remain compliant.

The ideal candidate is a highly organized, resourceful and curious self-starter who can independently manage multiple priorities, work effectively with employees and leaders at all levels, and bring structure and consistency to a complex, multi-state compliance environment. This position reports directly to the Chief Human Resources Officer.

Key Responsibilities

Multi-State Employment Compliance

• Monitor federal, state, and local employment law developments affecting the company’s workforce and operations.
• Evaluate changes in employment requirements and provide clear, practical guidance regarding necessary policy, process, payroll, system, or communication updates.
• Maintain an organized process for tracking compliance requirements across approximately 40 states and applicable local jurisdictions.

Compliance Audits and Reviews

• Develop and maintain a recurring audit program to evaluate compliance in areas including:
• Paid sick and safe leave
• State and local minimum wage requirements
• Exempt and non-exempt employee classifications
• Overtime and wage-and-hour practices
• I-9 completion, documentation, and retention
• Federal, state, and local labor law postings
• Employee handbook policies and state addenda
• Federal, state, and local leave requirements
• Payroll and timekeeping compliance
• Pay transparency and job-posting requirements
• Required employee notices, acknowledgments, and records
• Personnel file and document-retention practices
• Document audit findings, identify potential risks, and recommend practical corrective actions.
• Maintain organized records demonstrating the company’s compliance efforts and completed corrective actions.

Compliance Calendar and Reporting

• Create and maintain a comprehensive HR compliance calendar that includes recurring federal, state, and local deadlines.
• Coordinate required data collection, preparation, review, and submission for items such as:
• EEO-1 reporting
• California pay data reporting
• Form 5500 audits and related information requests
• Benefit plan audits and filings
• Annual policy and handbook reviews
• Required employee training
• I-9 and personnel-record audits
• Labor law poster updates
• Other applicable government reports, notices, and certifications
• Provide the CHRO with regular updates on emerging requirements, audit results, open risks, remediation progress, and upcoming deadlines.
• Help establish consistent documentation and recordkeeping practices across HR and related functions.

Training and Education

• Identify compliance-related training needs based on regulatory requirements, audit findings, business changes, and observed risk areas.
• Coordinate required training schedules, participation tracking, reminders, and completion records.
• Partner with the Vice President of Learning & Development to research and develop accurate, practical compliance training content.

Tools, Resources, and Process Improvement

• Research and recommend tools, technology, subscriptions, and outside resources that can strengthen the company’s compliance program.
• Identify ways to maximize existing resources available through organizations such as SHRM, Staffing Industry Analysts, employment counsel, insurance carriers, benefits partners, HR technology vendors, and government agencies.
• Lead or coordinate multi-department compliance projects involving HR, Payroll, Benefits, Finance, Legal, IT, Recruiting, Sales, Onboarding, and Learning & Development.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Legal Studies, or a related field, or equivalent professional experience.
• Five or more years of progressive experience in human resources, employment compliance, employee relations, HR operations, payroll compliance, or a related area.
• Experience supporting a multi-state workforce
• Working knowledge of federal, state, and local employment requirements, including wage and hour, leave, paid sick time, I-9 compliance, employee classification, record retention, pay transparency, and required employment reporting.
• Demonstrated experience conducting audits, documenting findings, and managing corrective-action plans.
• Strong project-management skills, including the ability to coordinate multiple stakeholders and deadlines without direct supervisory authority.
• Experience working with HRIS, payroll, learning-management, compliance-tracking, or document-management systems.
• Proficiency in Microsoft Excel, PowerPoint, Word, and related business applications.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or a compliance-related credential is preferred.
• Experience within staffing, professional services, or another highly regulated, multi-jurisdictional organization is a plus.

Key Competencies

• Curious and proactive approach to identifying emerging compliance risks
• Strong knowledge of HR compliance principles
• Exceptional organization and attention to detail
• Independent judgment and personal accountability
• Research and analytical ability
• Project and deadline management
• Risk identification and problem-solving
• Clear written and verbal communication
• Discretion when handling confidential information
• Comfort working with employees and leaders at all organizational levels
• Collaborative, flexible, and willing to assist beyond narrowly defined responsibilities