HR Compliance Manager, Contractor Management

Crowe•Chicago, IL

2d•Remote

About The Position

The HR Compliance Manager owns the end-to-end contingent worker and contractor management lifecycle across Crowe. The role partners with business leaders to assess contingent workforce needs, evaluate engagement scope and operational requirements, and guide stakeholders toward appropriate and compliant worker engagement approaches. It serves as a subject matter expert on legal and regulatory requirements for contingent workers, classification, and ongoing compliance obligations. As part of the HR Compliance team, the Manager works with business leaders, Talent, Legal, Finance, and other stakeholders on worker classification, requisitions, statements of work, onboarding, engagement obligations, extensions, and terminations. The role maintains accurate records and controls, monitors risk, supports audits and reporting, and drives process improvements to ensure consistent, compliant operations from requisition through offboarding.

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, statements of work, 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.
Exercises sound judgment, maintains confidentiality, and escalates compliance risks appropriately.
Advises business leaders, influences decisions, and builds effective cross-functional relationships.
Evaluates complex engagement scenarios and translates requirements into practical solutions.
Manages multiple time-sensitive engagements, deadlines, and dependencies with accuracy and accountability.
Exceptional organizational, time management, and project management skills, with strong attention to detail and a focus on accuracy and compliance.
Establishes scalable controls, identifies gaps, and improves operational consistency.
Communicates clearly and uses HRIS systems, Microsoft Office tools, and reporting capabilities effectively.
Upholds Crowe’s values of Care, Trust, Courage, and Stewardship, and acts ethically and with integrity.

Nice To Haves

Professional certification in HR or compliance, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or CCEP.
Experience in professional services, consulting, or a multinational organization.
Knowledge of U.S. and India worker classification regulations.
Experience with multi-jurisdictional or global contingent workforce arrangements.
Experience with Workday is preferred.

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; consult Legal and the HR Compliance Leader on complex or higher-risk determinations.
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 a smooth and timely onboarding experience.
Ensure applicable contractor or subcontractor engagements have active, appropriately approved agreements and statements of work covering the work performed; coordinate creation, amendment, extension, or termination before relevant deadlines and ensure work does not start or continue without required approvals and documentation.
Monitor start dates, end dates, renewal milestones, engagement status, and required approvals; engage business leaders in advance to confirm extension, conversion, or termination decisions.
Manage applicable employment- and engagement-related obligations and compliance, including documentation, policy and training requirements, worker status changes, and issue resolution.
Coordinate timely contractor offboarding with contractors, business leaders, IT, Finance, and other parties, including communications, access removal, equipment returns, administrative steps, and record closure.
Maintain complete, audit-ready records of classification decisions, requisitions, agreements and statements of work, 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 promote consistent execution across business units.