Manager, HR Compliance

Clyde Companies•Orem, UT

22h

About The Position

The HR Compliance Manager is responsible for building and operating a comprehensive enterprise HR compliance program. This role owns the full lifecycle of HR compliance — from proactive audit systems and regulatory program administration to compliance training and executive-level risk reporting. The ideal candidate brings deep knowledge of federal employment law, experience standing up enterprise compliance programs, and the technical fluency to automate workflows and turn compliance data into actionable insight.

Requirements

In-depth knowledge of federal employment law including ACA, FMLA, EEOC, FCRA, ADA, and OFCCP/federal contractor requirements.
Demonstrated experience establishing and running enterprise-level HR compliance programs, not merely maintaining inherited systems.
Experience designing internal audit frameworks and compliance monitoring processes.
Prior experience administering drug testing programs and background check processes in a regulated environment.
Advanced proficiency in Power BI or equivalent data analytics and visualization tools.
Experience building automations and applications using Microsoft Power Automate and Power Apps.
Ability to pull, clean, and analyze HR data from HRIS and related systems.
Strong Excel skills and comfort working with large datasets.

Nice To Haves

Experience using or administering micro-learning or LMS platforms is a plus.

Responsibilities

Oversee enterprise compliance with all applicable federal employment laws, including ACA, FMLA, EEOC, and federal contractor requirements.
Serve as the HR subject matter expert on regulatory requirements, monitoring changes, assessing impacts, and advising leadership.
Coordinate with safety/fleet compliance on FMCSA/PHMSA drug testing mandates related to HR.
Track, manage, and update HR compliance obligations and policies across all operating states, including paid leave, ban-the-box, and pay transparency requirements.
Be responsible for maintaining the policies, processes, and training related to drug testing and background checks.
Ensure proper reporting to demonstrate compliance with internal policies and relevant regulations.
Manages vendor relationships.
Be the process owner for background checks.
Be responsible for documented adjudication records when offers are rescinded, including rationale and consistency of decisions.
Hold background check vendors accountable to compliance standards and contractual obligations.
Own and administer all HR compliance training deployed through the company's micro-learning platform.
Manage and track employee acknowledgements for major policies including the employee handbook, harassment prevention, and other required attestations.
Own HR policy management, including annual review cycles, ad hoc updates, version control, and archiving, ensuring alignment with legal guidance and current regulatory requirements.
Oversee the compliance and distribution of all required federal and state workplace postings, both physical and electronic.
Design and operate recurring internal audit cadences across key compliance risk areas, including I-9 documentation, drug testing records, background check files, employee discipline documentation, and personnel file integrity.
Build and continuously improve automated audit tracking systems and workflows to enable proactive compliance monitoring, reduce manual review, identify gaps, assign corrective actions, and track resolution to closure.
Produce an annual HR compliance report covering compliance status by area, key metrics, and a risk exposure summary for leadership.
Synthesize data across all owned compliance areas into a cohesive narrative and present findings and recommendations to HR and business leadership.
Audit FMLA and ADA leave administration for consistency and legal accuracy, even where day-to-day administration is handled by others.
Set standards for documentation of the ADA interactive process and reasonable accommodation decisions to reduce legal exposure.
Identify patterns or gaps in leave administration that present regulatory risk.