HR Compliance Manager, Contractor Management

Crowe Advisory LLC•Dallas, TX

10d•$95,500 - $195,000•Remote

About The Position

The HR Compliance Manager owns Crowe’s end-to-end contingent worker and contractor management lifecycle. The role partners with business leaders to assess workforce requirements and recommend compliant engagement approaches, and serves as a subject matter expert on legal and regulatory requirements related to engaging and managing contingent workers. 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 (SOWs), onboarding, ongoing obligations, extensions, and terminations. The role maintains accurate, audit-ready records and effective controls, monitors risk, and improves processes to support consistent, compliant contingent workforce operations.

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, 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.
Required competencies include sound judgment and confidentiality; consultative partnership; analytical problem-solving; ownership and execution; strong organization, time and project management, and attention to detail; process improvement; and clear communication and technical skills.
Effectively use HRIS systems, Microsoft Office tools, and reporting capabilities.
Uphold Crowe’s values of Care, Trust, Courage, and Stewardship, and act 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.

Responsibilities

Partner with business units to understand contingent workforce requirements, assess scope, duration, supervision, and operational needs, and recommend appropriate engagement approaches.
Lead and document worker classification assessments; consult Legal and the HR Compliance Leader on complex or higher-risk determinations.
Create and manage approved job requisitions and workforce requests in Workday, ensuring accurate details, approvals, and alignment with the selected worker category.
Coordinate with Onboarding and relevant teams to provide a smooth and timely onboarding experience.
Ensure applicable contractor and subcontractor engagements have active, appropriately approved agreements and SOWs; coordinate their creation, amendment, extension, or termination before deadlines and ensure work does not begin or continue without required approvals and documentation.
Monitor start and end dates, renewal milestones, engagement status, and approvals; engage business leaders in advance to confirm extension, conversion, or termination decisions.
Manage applicable employment- and engagement-related compliance obligations, including documentation, policies, training, 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 SOWs, approvals, onboarding, extensions, and offboarding; support audits, reporting, risk assessments, and remediation.
Develop and improve lifecycle procedures, controls, guidance, reporting, and stakeholder communications; identify compliance gaps, escalate risks, and promote consistent execution across business units.