Senior People Compliance Manager

Remitly•Seattle, WA

3d•$158,000 - $175,000•Hybrid

About The Position

The Senior People Compliance Manager is the organization's trusted subject matter expert on People compliance. You'll partner closely with cross-functional stakeholders to identify compliance risks, recommend solutions, and support sound decision-making, while also owning the programs, policies, and controls that keep those recommendations grounded in day-to-day execution. You will serve as the primary point of contact between the Compliance team, Legal, and People organizations on People compliance matters, providing expert guidance, conducting proactive risk assessments, and maintaining audit readiness across our global footprint. The role demands ownership and influence, the ability to stay ahead of regulatory change, build and grow structures, and drive compliance initiatives across functions and geographies.

Requirements

8+ years in HR compliance, labor/employment law compliance, or a closely related regulatory program role.
Deep working knowledge of labor/employment law and regulatory obligations across US; multiple global jurisdictions preferred.
Experience managing project plans across multiple obligations simultaneously, sustaining audit readiness as a standing state.
Direct experience drafting and maintaining employee policies and employee-facing documents for multiple jurisdictions.
Experience operating compliance controls inside an HRIS.
Experience managing internal audit compliance.
Experience with background check programs and contingent workforce classification.
A track record of building and scaling multi-state US and global HR compliance programs
Excellent judgment, attention to detail, and ability to explain regulations in plain language
Hands-on experience or strong interest in applying AI or automation tools to support compliance or HR operations.

Nice To Haves

Relevant certification (CCEP, SHRM-SCP, SPHR, or similar) is a plus.

Responsibilities

Advise the business on People compliance risk. Serve as the SME to People, Legal, and business leaders on compliance areas such as labor laws, collective bargaining requirements, pay transparency and compensation, worker classification, safety and health, global background checks, data retention, leave of absence, and restrictive covenants across our geographies. Monitor evolving labor/employment law across Remitly's international footprint. You will also act as the primary liaison with Employment Legal on risk assessment and mitigation.
Own the global People policy library. Draft, maintain, and govern employee-facing documents across our footprint, including employee handbooks, policies, offer letters, employment agreements, restrictive covenants, with document control, versioning, and consistent application across geographies.
Own compliance across the employee lifecycle, from hiring to offboarding. Set the standards and controls that sit inside the process, including right-to-work and immigration, the global background check program and its vendor relationships, onboarding checklists, and offboarding protocols. You will partner with our global entities on process documentation and escalation.
Stay ahead of regulatory change and clear the path into new markets. Monitor and interpret labor and employment law where we operate, translate change into policy and process updates, and lead People compliance readiness as we enter new and emerging jurisdictions.
Build the governance that makes compliance sustainable. Design the roadmaps, audit calendars, escalation pathways, and reporting mechanisms that surface risk to leadership and support internal and external audit requests. Prepare compliance metrics and risk dashboards for People leadership and relevant committee reporting. Own mandatory employee trainings across global jurisdictions.
Own statutory obligations and reporting globally. Deliver against filing and reporting requirements across jurisdictions, including pay transparency, own and facilitate mandatory training across jurisdictions, and partner with Payroll on tax and reporting obligations.
Apply AI and automation to the work. Identify where compliance tracking, document review, and audit evidence gathering can be streamlined, and pilot tools that free capacity for higher-judgment work.