Senior Program Manager, HR Compliance

Zillow

5d•$103,500 - $174,000•Remote

About The Position

The HR Compliance team is part of Zillow’s Employee Service & Operations (ES&O) organization. ES&O focuses on delivering scalable, reliable services that support employees and managers across the company, bringing together operational expertise, systems, and shared services that enable Zillow’s people processes to run smoothly. Within ES&O, the HR Compliance team helps support compliant and well-governed people practices by strengthening operational foundations and evolving programs as the business grows. The team partners closely with the broader People organization and other shared services to translate complex requirements into practical, employee-centered solutions. The Senior Program Manager, HR Compliance is a strategic and hands-on leader responsible for building, leading, and continuously evolving Zillow’s HR compliance programs globally. This role ensures that HR policies, systems, and practices align with applicable federal, state, local, and international employment laws, while supporting Zillow’s broader risk, compliance, and people strategy. You’ll proactively identify risk, prioritize initiatives, and deliver solutions that embed compliance into the employee lifecycle while supporting Zillow’s broader people and enterprise risk strategies. In this highly cross-functional role, you’ll partner with stakeholders across People Legal, HR, IT, Employee Service Center, Privacy, and other shared services teams to drive program alignment, execution, and continuous improvement. You’ll connect policy, systems, data, and operations—translating regulatory requirements into well-run programs, clear controls, and repeatable processes that scale with Zillow’s growth. This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions. In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $109,000.00 - $174,000.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Minnesota, Nevada, Ohio, Rhode Island, and Vermont the standard base pay range for this role is $103,500.00 - $165,300.00 annually. The base pay range is specific to these locations and may not be applicable to other locations. In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Requirements

7+ years of experience leading or managing compliance programs in complex, fast-paced environments
Excellent communication, project management, and stakeholder management skills
Strong knowledge of U.S. employment laws and regulatory frameworks, with experience supporting global or multi-regional compliance efforts
Proven ability to execute and scale compliance programs, translating regulatory requirements into practical, operational solutions
Strong analytical skills, with the ability to interpret compliance data, identify trends and risks, and translate insights into actionable improvements
Demonstrated experience driving change and adoption through stakeholder engagement, communication, and program delivery
Highly collaborative, with experience partnering across HR, Legal, Finance, IT, and shared services in matrixed organizations
Comfortable navigating ambiguity and bringing structure, prioritization, and clarity to evolving compliance needs
Self-starter with sound judgment and integrity, who thrives with accountability and ownership in a program leadership role
Here at Zillow - we value the experience and perspective of candidates with non-traditional backgrounds. We encourage you to apply if you have transferable skills or related experiences.

Nice To Haves

Experience supporting global HR or employment compliance programs across multiple regions
Background in change management or leading compliance-related process, policy, or system implementations
Experience working in technology-driven, highly regulated, or high-growth organizations

Responsibilities

HR Compliance Strategy Execution Design, own, and operationalize Zillow’s HR compliance strategy through well-managed programs, roadmaps, and initiatives that scale with business growth across the People organization
Navigate and influence complex stakeholder groups—including People Legal, HR Centers of Expertise, and cross-functional partners—to align on priorities, manage tradeoffs, and drive adoption of compliance initiatives across teams through clear communication, education, and change management strategies.
Translate regulatory and compliance requirements into actionable plans, timelines, and deliverables that align stakeholders and minimize business disruption
Identify, assess, and manage change impacts across teams, escalating risks and dependencies as needed to ensure successful execution
Support continuous improvement of HR compliance programs by incorporating stakeholder feedback, lessons learned, and evolving business needs
Regulatory Compliance Monitor, interpret, and operationalize evolving federal, state, and local employment laws and regulations (e.g., FLSA, EEO, HIPAA, and related requirements), including ensuring the accuracy and currency of required workplace posters.
Translate regulatory requirements into compliant HR practices, controls, and operational guidance, in partnership with Legal and HR stakeholders
Own Zillow’s global background check program, ensuring compliance with applicable laws, vendor governance, adjudication guidelines, and consistent execution across regions
Lead the preparation, coordination, and submission of required federal employment reports for Zillow, including EEO-1, California Pay Data, and other mandated workforce filings
Policy Governance, Systems Enablement & Training Support the governance and ongoing maintenance of global HR policies, handbooks, and mandatory guidelines, in partnership with Legal and Centers of Expertise
Collaborate with HR Technology, IT, and Product to ensure HR systems and tools support core compliance needs, including document retention, employment eligibility tracking, training, and required reporting
Drive the rollout and deployment of annual compliance training, coordinating with content owners and the Talent Success team to ensure timely execution
Partner with Enterprise Records Management and relevant stakeholders to support the implementation and operationalization of the People organization’s record management strategy, including governance, retention requirements, and execution across processes and systems.
Audit & Risk Management Lead internal HR compliance audits and risk assessments to identify and assess areas of compliance risk
Serve as a primary HR point of contact for internal and external audits, and regulatory inquiries, in partnership with Legal
Partner with People Team COEs to support audit remediation efforts, including tracking corrective actions, monitoring progress, and escalating risks as needed
Partner with control owners, Finance, Internal Audit, Compliance and cross-functional teams to support audit readiness for SOX, SOC 2, and other enterprise audit requirements and activities, ensuring documentation and evidence are audit-ready
Compliance Insights & Program Delivery Develop and maintain HR compliance dashboards, metrics, and key risk indicators to provide visibility to HR and executive leadership
Analyze compliance data to identify gaps, trends, risks, and root causes, translating insights into actionable recommendations
Lead HR compliance initiatives, including regulatory implementations, system enhancements, and policy or process changes