Job Description

POSITION OVERVIEW:

The Human Resources Business Partner, Compliance conducts periodic, in-depth HR compliance assessments of all operating companies (OpCos), works with each OpCo to correct what is found, and reports critical items to the Manager, Human Resources. The assessments cover employment practices, policies, recordkeeping and payroll (wage and hour). The role also communicates legal changes and compliance requirements to OpCos. This is an individual contributor role.

ESSENTIAL JOB SKILLS/DUTIES:

HR Compliance Assessments

• Plan and schedule periodic HR compliance assessments of OpCos, and issue the assessment workbook: required document checklist, questionnaire, per diem and assignment data, and employee sample request.
• Review employment practices, including but not limited to job descriptions, offer letters, job postings, workplace postings, open legal claims and agency audits, background check practices, and how leave is administered.
• Review OpCo handbooks and policies, including but not limited to adoption and employee acknowledgement of core policies, PTO, per diem, travel, education reimbursement and record retention policies.
• Review recordkeeping and documentation: I-9 and E-Verify processes and file storage, state new hire reporting, personnel and benefit file practices, document retention against legal requirements, and the systems used for payroll, timekeeping and onboarding.
• Confirm workplace harassment and anti-discrimination training is current for managers and non-managers.
• Identify compliance obligations for those OpCo’s holding government contracts and flag for review as needed.
• Conduct assessments on site and virtually; travel to OpCo locations as needed.

Payroll and Wage and Hour Reviews

• Review payroll registers, pay and deduction codes, timesheets and pay stubs for sampled employees to test overtime, minimum wage, regular rate of pay, deductions and state-specific pay rules.
• Evaluate exempt and non-exempt classification against job duties and pay.
• Review bonus and incentive programs and other additional pay (such as per diem and subsistence allowances), including how each is calculated, who is eligible and how it is treated for overtime and tax purposes.
• Analyze assignment and per diem data, including away-from-home status, GSA rates and assignments that run past one year, and coordinate with payroll and tax on findings.
• Review independent contractor listings and agreements for misclassification risk.

Findings, Remediation and Escalation

• Document findings, rate them by risk and issue a written assessment report to each OpCo.
• Work with OpCo HR, payroll and leadership to correct issues; recommend practical fixes and follow up until each item is closed.
• Report critical or high-risk findings promptly to the Manager, Human Resources.
• Maintain the assessment schedule and a findings log; identify trends across OpCos and recommend enterprise-level improvements such as template policies, checklists and training.

Compliance Communications and Guidance

• Monitor US federal, state and local employment law changes that affect OpCos and assess their impact.
• Communicate to OpCos any legal changes, deadlines and required actions, for review by HR leadership and Legal.
• Answer OpCo questions on compliance requirements and refer questions to Legal as needed.
• Keep the assessment workbook, checklists and templates current as laws, rules and regulations and Company policies change.
• Perform other duties as assigned.

EDUCATION AND EXPERIENCE:

Required Education and Experience

• Bachelor's degree in Human Resources, Business or a related field (or equivalent combination of education and experience).
• 10+ years of HR experience, including at least 3 years in HR compliance (for example compliance auditing, assessments, or compliance-focused HR generalist work).
• Working knowledge of US federal, state and local employment law, particularly wage and hour (FLSA and state rules), I-9 and E-Verify, new hire reporting, recordkeeping and retention, and EEO requirements.
• Ability to read and test payroll registers, timesheets and pay records, and to spot errors in overtime, classification, deductions and additional pay.
• Strong analytical and organizational skills, with attention to detail across many concurrent assessments.
• Strong written and oral communication skills.
• Ability to work with OpCo leaders and HR teams, to influence without direct authority, and to deliver difficult findings constructively.
• Advanced Microsoft Excel skills and comfort with payroll, timekeeping and HRIS systems.
• Willingness and ability to travel (see Travel Requirements).

Preferred Education and Experience

• Payroll or wage and hour audit experience.
• International (Canadian, European, and Australian) HR compliance experience.
• Experience supporting multiple business units or acquired companies, ideally in construction, utilities or another field-based industry.
• Knowledgeable of government contractor requirements.

LICENSES / CERTIFICATIONS:

• Preferred: PHR, SPHR, SHRM-CP or SHRM-SCP.