Senior Human Resources Generalist, Compliance

What You’ll Do

People Policy and Compliance

• Own the I-9 program, including reverifications, document retention, and internal audits.
• Partner with Security on SOC 2 audit readiness for People processes, data, reporting, and documentation.
• Maintain an annual People compliance calendar covering required training, policy reviews, and handbook updates.
• Lead job classification reviews and FLSA exemption evaluations in partnership with Legal and Payroll.
• Monitor federal and state regulatory changes and recommend updates to policies, practices, and onboarding materials.
• Manage handbook audits, policy publishing, and signature tracking to ensure 100 percent completion.
• Facilitate internal workshops and refreshers on compliance topics such as I-9, handbook, and code of conduct.
• Support employee relations partners with policy enforcement documentation and escalations.
• Work with Facilities to ensure offices meet all People compliance requirements.

Compliance Reporting and Audits

• Prepare and file required documents such as 1095-Cs (ACA), Form 5500s, Summary Annual Reports, COBRA notices, and other federally mandated disclosures.
• Partner with internal and external stakeholders to monitor benefit program compliance with ERISA, HIPAA, ACA, COBRA, and related laws.
• Support internal and external audits by preparing reports, gathering documentation, and responding to audit inquiries.
• Configure and maintain job families, tracks, and classification systems, ensuring accurate job descriptions and compensation alignment in Pave.
• Track and report on required trainings, ensuring all employees complete mandatory compliance modules.

Benefits Compliance

• Partner with brokers to manage benefits audits, required filings, and reporting accuracy.
• Support COBRA compliance and required notices.
• Collaborate with Payroll during open enrollment to validate codes and ensure accurate reporting.
• Partner with brokers to analyze benefits data and trends to support budgeting, forecasting, and program evaluation.
• Handle compliance logistics including unemployment claims, workers’ compensation claims, and related documentation.

Wage and Hour

• Partner with Payroll to enforce time and attendance policies and ensure compliance with wage and hour laws.
• Conduct wage and hour audits and provide recommendations to mitigate risk.

Collaboration and Support

• Partner with the Director of People Operations and leadership team on compensation and incentive program implementation.
• Act as a point of contact for Talent Acquisition, Payroll, and other teams on policy and compliance questions.
• Drive continuous improvements in People data integrity and file management, including People drive organization and system hygiene.
• Own the Rippling compliance dashboard and resolve related tasks in partnership with People Ops.

What You Have

• 5 to 7 years of experience in People Operations, Compliance, or a related field, ideally in a fast-growing or global company.
• Deep knowledge of U.S. employment regulations, including FLSA, wage and hour, I-9, ERISA, ACA, HIPAA, and COBRA.
• Background managing compliance reporting and audits, including SOC 2, benefit audits, and federally mandated filings.
• Strong analytical skills with advanced proficiency in Excel and Google Sheets.
• Demonstrated ability to manage complex policy and compliance projects with precision and discretion.
• High attention to detail, organizational skills, and comfort working with sensitive information.
• Proven track record of building scalable processes that improve readiness and reduce risk exposure.
• Excellent communication and collaboration skills with the ability to influence cross-functional partners and leaders.