What You'll Be Working On
Workforce Classification and Governance
- Maintain enterprise standards and decision frameworks for worker classification across employee, contractor, fixed-term, EOR, contingent, safety-sensitive, and MVR-required populations
- Conduct audits, monitor compliance, and drive remediation
- Partner with Legal and Procurement on contingent workforce compliance
I-9 and Employment Eligibility
- Own the company's I-9 and E-Verify program end-to-end, including vendor management, training, record retention, internal audits, and regulatory compliance
Background Screening and Adverse Action
- Own governance, standards, and compliance oversight for pre-employment screening including criminal, employment and education verification, sanctions, MVR, and financial credit checks
- Build and maintain adjudication frameworks, adverse action processes, and audit readiness
Drug and Alcohol Testing
- Own program administration, eligibility rules, vendor management, recordkeeping, and compliance with regulatory, contractual, and safety requirements
Customer and Contractual Workforce Compliance
- Partner with Legal, Sales, Operations, and Security to implement and monitor workforce obligations embedded in customer contracts
Regulatory Filings and Employment Compliance
- Coordinate EEO-1, VETS-4212, California Pay Data reporting, pay transparency, labor law postings, and other jurisdictional obligations
- Monitor federal, state, local, and international employment law developments and translate changes into operational workflows
Leave Law Compliance Partnership
- Partner with Benefits and Legal to ensure leave programs meet federal, state, and local requirements across FMLA, ADA, and applicable state and local leave laws
- Own the compliance framework ensuring policies reflect current legal requirements and audit-ready documentation
Pay Equity, Wage and Hour, and Compensation Compliance Partnership
- Partner with Compensation, Payroll, and Legal to maintain governance standards around pay equity, wage and hour obligations, and compensation compliance
- Support pay equity analysis frameworks and ensure exempt/non-exempt classification decisions are documented and defensible
Employee Data Privacy and Records Governance
- Partner with Legal, People Analytics, and People Tech to maintain compliant employee recordkeeping practices, data retention schedules, access controls, and employee data governance standards
Responsible AI Governance
- Partner with Legal, People Operations, People Analytics, and Recruiting to establish governance standards for the use of AI and automated decision-making tools across People programs
- Evaluate AI tools for compliance risk and ensure appropriate disclosures and human oversight controls
Audit Readiness and Risk Management
- Serve as the primary liaison for People-related internal and external audits
- Maintain the People compliance risk register, develop mitigation strategies, track remediation, and deliver executive reporting
Compliance Operations
- Ensure employee lifecycle processes meet regulatory requirements
- Partner with People Tech to configure compliance workflows, approvals, and controls in People systems
What You'll Bring to the Team
- 7+ years in workforce compliance, employment compliance, or HR compliance operations with direct ownership of I-9/E-Verify, background screening, and/or drug testing programs
- Deep working knowledge of FCRA, E-Verify regulations, FLSA classification, and federal/state employment law
- Experience managing compliance programs in multi-state, high-growth environments
- Hands-on audit experience: prepared evidence, fielded auditors, and closed findings
- Familiarity with contingent workforce compliance and worker classification risks under IRS, DOL and state frameworks
- Experience managing compliance vendors including screening providers, I-9 platforms, and drug testing administrators
- Working knowledge of employee data privacy requirements including CCPA, GDPR, and state-level privacy laws as they apply to HR data
- Familiarity with AI governance in HR contexts, including automated decision-making risks, bias considerations, and the evolving regulatory landscape around AI use in hiring and employment
- Strong cross-functional instincts and the ability to partner with Legal without deferring everything to them
Bonus Points
- Experience with SOX-level controls or similarly rigorous compliance environments
- Background supporting government contracts or highly regulated industries
- Experience standing up new compliance programs from scratch in a scaling organization
- Hands-on experience evaluating or governing HR technology vendors with AI-driven features
CrusoeDenver, CO
