HR Compliance Manager

Req number:

Employment type:

Worksite flexibility:

CAI is a global services firm with over 9,000 associates worldwide and a yearly revenue of $1.3 billion+. We have over 40 years of excellence in uniting talent and technology to power the possible for our clients, colleagues, and communities. As a privately held company, we have the freedom and focus to do what is right—whatever it takes. Our tailor-made solutions create lasting results across the public and commercial sectors, and we are trailblazers in bringing neurodiversity to the enterprise.

Job Summary

Job Description

The HR Compliance Manager is CAI’s subject-matter expert and operational owner for HR compliance. The role leads the HR Compliance team and turns federal, state, and local labor and employment requirements, as well as emerging AI risks and regulations, into clear policies, procedures, and reliable operations across a multi-state workforce of employees and contingent workers. The role partners with HR, Onboarding, HRIS, Talent Development, Talent Acquisition, Governance, Legal, client-facing teams, and executive leadership to reduce risk and keep CAI audit-ready.

This is a unique opportunity to join CAI and support HR transformation as the subject-matter expert and point of contact for people and technology teams across the organization, as we leverage AI to change the work and the workforce, including AI in HR. We are looking for someone with demonstrated knowledge in HR compliance who can be a strong partner to the business, navigate complexity, and work well with cross-functional teams as we adapt to an emerging and dynamic risk landscape. This position will be full-time and remote.

Only candidates with work authorization that does not require sponsorship now or in the future will be considered.

What You’ll Do

Compliance Program and Policy Ownership

• Own the Employee Manual and HR compliance policies, work instructions, and SOPs, including drafting, approval, publication, annual review, and employee acknowledgment

• Set program priorities and the annual roadmap; maintain the compliance calendar and tracking tools; report status, key metrics, and risks to the VP and executive leadership

Regulatory Research and Advisory

• Monitor and interpret federal, state, and local employment laws; assess their impact on CAI and recommend policy and practice changes

• Advise HR, Onboarding, and business partners on topics such as wage and hour, leave, pay transparency, and restrictive covenants

• Partner with outside counsel on complex or high-risk matters

Government Reporting and Certifications

• Prepare and submit required workforce reports and certifications (for example, EEO-1 and state pay data filings) and the internal affirmative action plan

• Produce internal workforce and applicant data analyses used for compliance monitoring, including the annual affirmative action plan prepared for internal use

Pre-Employment Screening and Adjudication

• Own background check, drug screen, and motor vehicle record (MVR) standards and the adjudication framework, including individualized assessments and adverse action processes consistent with the FCRA and applicable fair chance laws

• Define client-specific and fleet driver screening and compliance requirements; Onboarding and the owning program teams execute and track them

Training Compliance

• Identify required compliance training by jurisdiction and client and review content for accuracy; Talent Development owns rollout and completion tracking

Audit, Contract, and Client Compliance

• Support internal and external audits (for example, SOC 2) and client questionnaires with accurate evidence and documentation

• Support responses to government agency audits and inquiries (for example, DOL and EEOC), partnering with Legal as needed

• Partner with Governance to review client contracts and RFPs for employment-related obligations and communicate resulting requirements to Onboarding, Talent Development, and HRIS. Governance owns contract approval and risk acceptance

AI Governance and Risk

• Monitor emerging AI laws affecting hiring, screening, performance, and other workforce decisions; recommend policy and practice changes

• Partner with Governance, Legal, and IT/Security to review AI tools used in HR, recruiting, and onboarding for compliance, privacy, and legal risk

• Develop and maintain AI use policies and guidance for employees, and help the business adopt AI responsibly with clear guardrails

Operations and Risk Management

• Partner with HRIS and Onboarding, who manage day-to-day execution, to define requirements for Workday compliance workflows, the compliance inbox, and recurring reporting; handle escalations that require compliance interpretation

Team Leadership

• Lead, coach, and develop the team, including hiring, performance management, and development planning; delegate work and cross-train to maintain documented procedures and backup coverage

• Make compliance decisions within established policy, and escalate high-risk matters and significant audit findings to the VP and Legal as appropriate

What You'll Need

Required

• Bachelor’s degree in human resources, business, legal studies, or a related field, or equivalent experience
• Seven or more years of progressive HR compliance or employment law experience, including multi-state compliance
• Two or more years of experience managing or leading people, and experience drafting policies and procedures

Preferred

• Experience with an HRIS such as Workday, and with audit support such as SOC 2
• Familiarity with AI governance principles and AI-related employment law
• Experience in staffing, professional services, or IT services environments

Physical Demands

• Ability to safely and successfully perform the essential job functions
• Sedentary work that involves sitting or remaining stationary most of the time with occasional need to move around the office to attend meetings, etc.
• Ability to conduct repetitive tasks on a computer, utilizing a mouse, keyboard, and monitor

#LI-JE1

Reasonable accommodation statement

If you require a reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employment selection process, please direct your inquiries to [email protected] or (888) 824 – 8111.

EEO Statement

It is the policy of Computer Aid, Inc.(CAI) not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or because he or she is a protected veteran. It is also the policy of CAI to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.

Employees and applicants of CAI will not be subject to harassment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or because he or she is a protected veteran. Additionally, retaliation, including intimidation, threats, or coercion, because an employee or applicant has objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law is prohibited.

The pay range for this position is listed above. Exact compensation may vary based on several factors, including location, experience, and education. Benefit packages include medical, dental, and vision insurance, as well as 401k retirement account access. Employees in this role receive paid time off and may also be entitled to paid sick leave and/or other paid time off as provided by applicable law.