Compliance Analyst

Viasat, Inc. • Remote (excluding ND, VT, or RI), UNAVAILABLE

29d • Remote

About The Position

The People & Culture Compliance Analyst is an individual contributor responsible for supporting the full spectrum of compliance activities across the People Operations function. Reporting to the People & Culture Compliance Manager, this role is a hands-on operational and analytical position that keeps the organization ahead of its obligations—tracking regulatory change, executing compliance workflows, maintaining accurate records, and producing the data and analysis the Compliance Manager needs to advise senior leadership. The scope of this role spans four interconnected compliance domains: pay transparency and pay equity reporting (a rapidly evolving area across multiple jurisdictions), global mobility management, pre-employment and ongoing background screening, and legal entity management. The Compliance Analyst is expected to develop genuine subject matter depth across all four areas—serving as a reliable operational resource and an early warning system for emerging obligations that could affect the business. We are open to candidates in the US or Canada, and have positions open in both locations.

Requirements

• Bachelor's degree in Human Resources, Law, Business Administration, Public Policy, or a related field.
• 3–6+ years of progressive experience in HR compliance, People Operations, employment law support, or a closely related field, with direct exposure to at least two of the four compliance domains covered by this role.
• Demonstrated familiarity with pay transparency or pay equity reporting requirements in at least one jurisdiction (e.g., EU Pay Transparency Directive, UK Gender Pay Gap, US EEOC EEO-1, or state-level pay data reporting).
• Experience navigating emerging requirements in a global organization is strongly preferred.
• Prior experience supporting compliance activities across multiple countries or jurisdictions, with an understanding of how regulatory requirements vary by market and the operational complexity that creates.
• Ability to read, interpret, and summarize legal and regulatory texts, translating requirements into clear operational implications for a non-legal audience.
• Strong proficiency in working with HR and compensation data; comfortable with data validation, reconciliation, and the production of compliance filings and management reports.
• Experience with Excel/Google Sheets at an advanced level; familiarity with HRIS platforms (e.g., Workday) and reporting tools is expected.
• Hands-on experience administering compliance workflows, maintaining compliance trackers, managing vendor relationships, and preparing documentation for audits or regulatory submissions.
• High degree of accuracy in data handling, document preparation, and record-keeping—recognizing that compliance filings leave little room for error.
• Demonstrated ability to manage multiple concurrent compliance workstreams against fixed regulatory deadlines, escalating risks proactively without requiring close supervision.

Nice To Haves

• Relevant professional certification (e.g., SHRM-CP, PHR, CIPP, or equivalent) is a plus.

Responsibilities

• Monitor and track the global legislative landscape for pay reporting requirements—including pay transparency laws, mandatory pay equity filings, and gender pay gap reporting obligations—across all jurisdictions in which the organization operates or plans to operate.
• Maintain a current compliance calendar of all pay reporting deadlines, filing windows, and disclosure obligations by jurisdiction, proactively flagging upcoming requirements to the Compliance Manager with sufficient lead time for preparation.
• Collect, validate, and prepare the workforce and compensation data needed to fulfill pay reporting submissions, partnering with Total Rewards, HR Technology, and Finance to ensure data accuracy, completeness, and consistency across systems.
• Draft and coordinate the submission of pay equity reports, pay range disclosures, and related filings in accordance with jurisdictional requirements (e.g., EU Pay Transparency Directive, UK Gender Pay Gap reporting, US state-level pay data reporting, and equivalent requirements globally).
• Maintain detailed filing records and audit trails for all pay reporting submissions, including supporting data, methodology documentation, and correspondence with regulatory bodies.
• Partner with Legal and Total Rewards to assess the people implications of new pay transparency requirements—including job posting obligations, salary band disclosure, and pay equity analysis—and support the operationalization of any required process changes.
• Support the administration of global mobility cases, ensuring that employee relocations, international assignments, business traveler activity, and remote work arrangements are tracked and managed in compliance with applicable immigration, tax, and employment law requirements.
• Maintain the mobility compliance tracker, documenting assignment details, visa and work authorization status, tax equalization arrangements, and relevant filing deadlines for all active internationally mobile employees.
• Coordinate with external immigration counsel, tax advisors, and relocation vendors to ensure timely and accurate completion of visa applications, work permit renewals, and related filings, escalating risk items to the Compliance Manager as needed.
• Monitor business traveler activity across jurisdictions, flagging cases where travel patterns may trigger permanent establishment, payroll withholding, or work authorization obligations.
• Support the development and maintenance of global mobility policies, employee FAQs, and manager guidance materials, ensuring they reflect current regulatory requirements and internal program design.
• Administer the organization's background screening program, managing vendor relationships, initiating checks, tracking completion, and adjudicating results in accordance with established policy and applicable law (e.g., FCRA, EEOC guidance, Ban the Box legislation, and international equivalents).
• Maintain the background check compliance framework, ensuring screening practices, consent processes, and adverse action procedures are legally compliant across all hiring jurisdictions—including staying current with ban-the-box, salary history, and fair chance hiring legislation.
• Serve as the operational point of contact for background screening queries from Talent Acquisition, HRBPs, and candidates, resolving issues promptly and escalating complex adjudication cases or legal questions to the Compliance Manager.
• Conduct periodic audits of background check completion rates, turnaround times, and adjudication consistency, identifying gaps or risks and recommending process improvements.
• Support the design and maintenance of background screening SOPs, adjudication matrices, and training materials for Talent Acquisition and hiring managers.
• Coordinate compliance obligations across the entity portfolio, tracking employer registration requirements, statutory filings, and in-country compliance obligations (e.g., works council obligations, mandatory benefits, and registration renewals) across jurisdictions.
• Support due diligence activities related to entity formation, expansion into new markets, or wind-downs, partnering with Legal, Finance, and external counsel to compile required people data and documentation.
• Flag emerging entity-level compliance risks, including changes to in-country employment law, statutory benefit requirements, or registration obligations that could affect the organization's existing entity footprint.
• Support internal and external audits by preparing documentation packages, responding to data requests, and coordinating cross-functional input within defined timelines.
• Conduct periodic self-audits of compliance workflows, records, and vendor performance, identifying gaps, inconsistencies, or process breakdowns and proposing corrective actions.
• Track and synthesize regulatory updates, producing concise briefings for the Compliance Manager on legislative changes, enforcement trends, and new guidance that may affect the organization's compliance obligations.
• Maintain organized, audit-ready records across all compliance domains, ensuring documentation standards, retention schedules, and data privacy requirements are consistently applied.
• Act as a reliable day-to-day compliance resource for HR Business Partners, Talent Acquisition, Total Rewards, HR Technology, Legal, and Finance—answering operational questions, flagging risks, and ensuring compliance considerations are embedded in cross-functional workflows.
• Identify opportunities to streamline and improve compliance processes across all four domains, proposing automation, tooling improvements, or workflow redesigns that reduce manual effort and improve accuracy.
• Support the development of compliance training materials, policy documentation, and employee-facing guidance across the organization's compliance domains, ensuring content is accurate, accessible, and regularly refreshed.
• Assist the Compliance Manager in preparing materials for senior leadership and board-level reporting on the organization's People & Culture compliance posture.

Benefits

• range of medical, financial, and/or other benefits, dependent on the position offered
• comprehensive benefit offerings that are focused on your holistic health and wellness

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level