Corporate Risk and Human Resource Compliance

Vero Networks•Denver, CO

2d•$125,000 - $175,000•Remote

About The Position

Operating at the parent-company level, the Corporate Risk & HR Compliance role serves as the central governing authority for both operational risk mitigation and HR compliance across our portfolio. In a high-risk industry like telecommunications and construction (FTTH, fiber infrastructure), this role is critical to balancing two distinct but related objectives: establishing the safety culture and insurance strategy to drive down EMOD and claims and architecting the HR compliance framework to minimize legal and regulatory liability. This role functions as a Center of Excellence (COE), establishing the corporate standards, frameworks, and reporting mechanisms while providing oversight to decentralized subsidiary leadership who will execute on your vision within the framework and needs of each business. This is a leadership role requiring the ability to collaborate across lines of business to understand the core nuances while prioritizing how the liabilities of each business impact the others. The preferred candidate will have a strong risk management mindset, collaborative and cross-functional approach to project and program management, and the tenacity and nimbleness to adjust to our growing and changing businesses.

Requirements

10+ years of leadership experience demonstrating a unique combination of Operational Risk/Insurance Management (specifically for construction, telecom, or field-based industries) and HR Compliance/Employment Law.
Demonstrated history of reducing EMOD or insurance claims through proactive policy updates and safety-first management.
Experience operating at a parent/holding company level or managing compliance/risk across multiple distinct business entities.
Deep expertise in FLSA, ADA, FMLA, ACA, EEOC, and complex state labor laws.
Ability to partner with executive leadership and lead through influence.
Must be authorized to work in the United States.
Ability to pass a standard background check upon offer of position.
At least 2 professional references are required.

Nice To Haves

Ability to collaborate across lines of business to understand the core nuances while prioritizing how the liabilities of each business impact the others.
Strong risk management mindset.
Collaborative and cross-functional approach to project and program management.
Tenacity and nimbleness to adjust to our growing and changing businesses.

Responsibilities

Develop and lead human-first safety initiatives to minimize job-site injuries, illness, and property damage. Implement policy and procedure updates that directly target EMOD reduction and lower overall insurance premiums.
Act as the corporate lead for the management of Workers' Compensation, General Liability, and Auto insurance claims. Analyze claims data to identify trends, root causes, and necessary operational interventions.
Serve as the primary owner for corporate insurance relationships, including renewal negotiations and program design for G&L, Property, and Workers' Comp.
Partner with construction and operations leaders to ensure safety training, protocols, and field site standards align with corporate risk appetite.
Ensure 100% compliance with federal and state mandates, including ACA filings, 5500s, EEO-1, OSHA reporting, and state-specific pay data requirements.
Design and propose cost-effective, high-quality benefit plans across the portfolio, ensuring administrative compliance and competitive positioning.
Architect standardized corporate HR policies. Oversee the maintenance of compliant subsidiary handbooks and ensure all physical and digital labor law postings are managed appropriately.
Provide oversight and risk assessment for high-level employee relations incidents, formal investigations, and complex terminations.
Act as point of contact for providers and business unit HR leads facilitating benefit administration, supporting resolutions when concerns arise, and program managing data collection when required.
Consolidate operational risk metrics and HR compliance data into a unified dashboard to present quarterly reports to the Board of Directors.
Establish the audit cadence for subsidiary entities. Require reporting from subsidiary HR and operations managers to ensure strict adherence to corporate standards.
Audit job classifications, FLSA compliance, and wage/hour architectures across all entities to minimize litigation risk.