People Policy & Compliance Specialist (Temporary/Contract)

IGT, a Nevada Corporation•Spring Valley, NV

1d•$120,000 - $150,000•Hybrid

About The Position

We are seeking an experienced People Policy & Compliance Specialist to unify HR policies and the employee handbook across legacy IGT and Everi during an exciting time of harmonization and transformation. This critical role will compare, reconcile, and re-draft two sets of workplace policies into a single, clear, and compliant framework that every employee can understand and every manager can apply consistently. You'll measure success by the number of policies harmonized and adopted on schedule, one published employee handbook for the combined company, and a measurable drop in policy concerns and employee/manager questions after harmonization. This is an AI-forward role: you'll load existing policies into AI tools to accelerate the comparison and produce first-draft harmonized language, then bring your expertise to validate, refine, and ensure every policy is accurate and compliant. Policy harmonization is the focus, but you may also lend your HR compliance expertise to related work across the company as needs arise.

Requirements

7+ years in HR policy, employee relations, or HR generalist work, including hands-on policy writing and employee-handbook development.
Demonstrated experience developing compliant policies at the state, federal, and global level and securing the leadership alignment needed to get them adopted.
Comfortable working hands-on with AI. You're eager to use AI to accelerate the work prompting effectively, reviewing outputs with a critical eye, and knowing where human judgment has to stay in charge, especially on compliance. Prior experience using AI for document analysis or drafting is a plus.
Deep working knowledge of U.S. employment and leave law (FMLA, ADA, state leave/PTO and pay-transparency rules) across multiple states.
Exceptional plain-language writing, you can make complex policy genuinely clear and human.
A proven ability to influence and align stakeholders across HR, Legal, and the business without direct authority.
Highly organized and self-directed, comfortable owning a large body of work end-to-end on a defined timeline and with accountability to a project plan you manage, including building from a blank page where a needed policy doesn't exist yet.

Nice To Haves

M&A or integration experience preferred, you've harmonized HR policies through a merger, acquisition, or major reorganization before.
SAP SuccessFactors (or comparable HRIS) and/or ServiceNow experience and exposure to regulated industries.

Responsibilities

Build the policy inventory. Create and maintain a complete inventory of existing HR, handbook, and time-away policies across both legacy companies and, just as importantly, flag the policies the combined company will need but neither possesses yet, so nothing falls through the cracks.
Compare and reconcile legacy IGT and Everi HR policies, the employee handbook, and leave/time-off/attendance programs surfacing gaps, conflicts, and redundancies in a clear side-by-side view.
Put AI to work. Load existing IGT and Everi policies into AI tools to accelerate comparison and generate first-draft harmonized language then review, refine, and make the final recommendation, keeping human judgment firmly in the loop on anything compliance-related.
Draft the unified handbook. Turn dense, conflicting policy language into a single set of plain-language workplace policies aligned to the combined company's culture and values.
Harmonize time-away programs. Reconcile PTO, holiday, leave-of-absence, and attendance policies, modeling the employee impact of each option before it's decided.
Drive alignment. Partner with HR, Legal, and business leaders to socialize recommendations, resolve differences, and secure sign-off.
Keep it compliant. Ensure every harmonized policy meets applicable federal, state, and local requirements across the company's U.S. footprint.
Land the change. Build the manager guidance and employee communications needed to roll policies out, post policies in the right places, and track adoption through to completion.
Flex into broader compliance work. As needs arise, lend your expertise to related compliance efforts across the integration including supporting compliance audits by helping gather and organize data, documentation, and evidence.