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About the Role

The HR Compliance Manager will own the end-to-end contingent worker and contractor management lifecycle, partnering with business leaders to ensure compliant engagement approaches from requisition through offboarding. This role acts as a subject matter expert on legal and regulatory requirements for contingent workers.

Responsibilities

Partner with business units to understand contingent workforce requirements, evaluate scope, duration, supervision, and operational needs, and recommend appropriate engagement approaches.
Lead and document worker classification assessments, distinguishing independent contractor and subcontractor engagements from temporary and regular employment arrangements.
Create and manage approved job requisitions and related workforce requests in Workday, ensuring accurate engagement details, approvals, and alignment with the selected worker category.
Coordinate with Onboarding and relevant teams to ensure smooth and timely onboarding experience.
Ensure each applicable contractor or subcontractor engagement has an active, appropriately approved agreement and SOW covering the work performed.
Coordinate with business leaders to create, amend, extend, or terminate SOWs before relevant deadlines, ensuring work does not commence or continue without required approvals and documentation.
Maintain and proactively monitor accurate start dates, end dates, renewal milestones, engagement status, and required approvals.
Engage business leaders in advance to confirm extension, conversion, or termination decisions.
Manage ongoing employment- and engagement-related obligations and compliance, including required documentation, policy and training requirements, worker status changes, and issue resolution.
Coordinate timely offboarding with contractors, business leaders, IT, Finance, and other parties, including end-of-engagement communications, access removal, equipment returns, final administrative steps, and record closure.
Maintain complete, audit-ready records of classification decisions, requisitions, agreements and SOWs, approvals, onboarding, extensions, and offboarding.
Support audits, reporting, risk assessments, and remediation.
Develop and improve contractor lifecycle procedures, controls, guidance, reporting, and stakeholder communications.
Identify compliance gaps, escalate risks, and drive consistent execution across business units.

Requirements

Bachelor's degree in Human Resources, Business Administration, Legal Studies, or a related field.
5-7+ years of progressive HR compliance or related experience, contingent workforce management, or related experience.
Must have owned or directly overseen the contractor management lifecycle.
Strong working knowledge of worker classification considerations and distinctions among independent contractors, subcontractors, temporary employees, and regular employees.
Hands-on experience managing contractor onboarding, offboarding, engagement dates, SOWs, extensions, and supporting records and approvals.
Ability to interpret applicable employment and contractor compliance requirements, recognize risk, and partner with Legal and other specialists on complex matters.
Experience with HRIS or workforce management systems, requisition workflows, reporting, and process controls.
Uphold Crowe’s values of Care, Trust, Courage, and Stewardship.
Act ethically and with integrity at all times.
Must have the ability to verify identity and eligibility to work in the United States and complete the required employment eligibility verification form upon hire.
Will consider candidates with criminal histories in a manner consistent with applicable state and local laws.

Skills

Worker classification assessments
Workday
HRIS or workforce management systems
Microsoft Office tools
Reporting capabilities
Integrity & Judgment
Consultative Partnership
Analytical & Problem-Solving
Ownership & Execution
Organization
Process Improvement
Communication

Location

Remote

Work Type

Full-time

Experience Level

5-7+ years

Education Level

Bachelor's degree

Salary/Compensations

$95,500.00 - $195,000.00 per year

Benefits

Comprehensive total rewards package
Career Coach guidance
Inclusive culture that values diversity

About the Company

Crowe provides professional services through Crowe LLP (audit and attest services) and Crowe Advisory LLC (tax, advisory, consulting, and other nonattest services).
The Crowe Global network consists of more than 300 independent accounting and advisory services firms in more than 150 countries.
Crowe LLP and Crowe Advisory LLC serve clients worldwide as independent members of Crowe Global.

Equal Opportunity

Crowe LLP and Crowe Advisory LLC (and their respective subsidiary entities) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, sexual orientation, gender identity or expression, genetics, national origin, disability or protected veteran status, or any other characteristic protected by federal, state or local laws.
Crowe will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, San Francisco Fair Chance Ordinance, and the California Fair Chance Act.
We are committed to a merit-based hiring process, evaluating all candidates consistently using objective, job-related criteria such as relevant experience, demonstrated skills, measurable impact, and alignment with the role’s responsibilities, and making employment decisions in a fair and inclusive manner free from discrimination.