Human Resources - External Worker Specialist

Haag, a Salas O'Brien Company•,

36d•$80,000 - $95,000•Remote

About The Position

The External Worker Specialist will lead the development, governance, and administration of Salas O’Brien’s external worker program for individuals who function as part of our workforce but are not paid as W-2 or T-4 team members. This role will serve as the organization’s subject matter expert on external worker classification and compliance across domestic and international engagements, including independent contractors, staffing agency workers, consultants, statement-of-work resources, employer-of-record workers, and other non-payroll worker arrangements. The Specialist will establish scalable support processes, review and approve proposed engagements, administer the external worker population within UKG Pro, and provide ongoing oversight throughout the worker lifecycle. This is a fully remote position based within the United States and reports to the HR Operations Manager.

Requirements

Bachelor’s degree in human resources, business administration, employment relations, compliance, or a related field preferred; equivalent relevant experience will be considered.
Seven or more years of progressive experience in HR operations, contingent or external workforce management, employment compliance, procurement, or a related discipline.
Demonstrated experience evaluating worker classifications and developing or administering external workforce programs, controls, and lifecycle processes.
Strong working knowledge of U.S. federal and multi-state worker classification requirements, co-employment considerations, and related employment and tax compliance concepts.
Experience administering worker data in an HRIS or vendor management platform; UKG Pro experience preferred. Ability to maintain accurate records and translate data into actionable reporting.
Demonstrated ability to build new processes, establish governance, define roles and controls, and move a program from design through implementation and ongoing administration.
Sound judgment and confidence evaluating complex or ambiguous arrangements, communicating risk, making defensible recommendations, and escalating or stopping noncompliant engagements when necessary.
Ability to explain complex compliance requirements in practical business terms and work effectively across HR, Legal, Finance, Procurement, Information Technology, and business leadership.
Ability to work independently in a fully remote environment, manage competing priorities, maintain sensitive information, and drive work to completion with limited oversight.

Nice To Haves

International Experience: Experience supporting international external workers, employer-of-record arrangements, or cross-border workforce compliance strongly preferred.

Responsibilities

Design, document, implement, and continuously improve a comprehensive external worker governance framework, including standards for intake, classification, approval, onboarding, extensions, monitoring, and offboarding.
Serve as the primary subject matter expert on external worker compliance, worker classification, and engagement models across U.S. and international jurisdictions.
Review and approve proposed external worker engagements before work begins, assess the facts and circumstances of each arrangement, and recommend the appropriate engagement model.
Identify arrangements that present classification, employment, tax, immigration, co-employment, or other compliance concerns; pause, decline, or escalate engagements when requirements are not met.
Establish and administer consistent intake and approval workflows, required documentation, decision records, and exception-management processes.
Manage external worker records within the dedicated external worker component company in UKG Pro, ensuring accurate worker data, organizational assignments, engagement dates, documentation, and lifecycle status.
Coordinate onboarding and offboarding activities with hiring leaders, HR, Information Technology, Finance, Procurement, Legal, and other partners to support timely access, appropriate controls, and complete removal from company systems and records.
Monitor engagement end dates, renewals, extensions, breaks in service, and duration limits; require timely reassessment and approval when the scope or circumstances of an engagement change.
Maintain auditable records and conduct periodic reviews to identify misclassification risks, expired engagements, incomplete documentation, unauthorized extensions, access concerns, and other control gaps.
Track applicable laws, regulations, and emerging practices affecting external workers and translate changes into practical policies, workflows, controls, and guidance for the business.
Partner with Legal, Finance and Accounts Payable, Procurement, Talent Acquisition, HR Systems, Information Technology, local HR, and business leaders while maintaining clear accountability for contracts, purchase orders, invoicing, payment, system access, and external worker governance.
Support the selection and oversight of staffing, employer-of-record, and other external workforce partners by defining compliance requirements, monitoring service expectations, and escalating concerns.
Develop training, tools, templates, and communications that help leaders understand external worker requirements, available engagement models, approval expectations, and their ongoing responsibilities.
Produce dashboards and reporting on external worker population, engagement types, locations, tenure, upcoming end dates, compliance status, exceptions, and program risks to support informed decision-making.
Support internal and external audits, investigations, and information requests related to external worker engagements and recommend corrective actions when issues are identified.