Senior Workforce Governance Program Manager

Crusoe•San Francisco, CA

1d•$160,000 - $195,000

About The Position

Crusoe is seeking an experienced workforce governance and employment compliance practitioner to lead workforce governance, employment compliance, and regulatory risk programs within the People organization. This is a hands-on, high-ownership individual contributor role. The position involves designing and operating frameworks, standards, and controls to ensure the company meets its workforce-related legal, regulatory, contractual, and policy obligations. The role partners closely with Legal and various People functions, providing oversight rather than direct program ownership.

Requirements

10+ years in workforce compliance, employment compliance, or HR compliance operations with direct ownership of I-9/E-Verify, background screening, and/or drug testing programs
Deep working knowledge of FCRA, E-Verify regulations, FLSA classification, and federal/state employment law
Experience managing compliance programs in multi-state, high-growth environments
Hands-on audit experience: prepared evidence, fielded auditors, and closed findings
Familiarity with contingent workforce compliance and worker classification risks under IRS, DOL and state frameworks
Experience managing compliance vendors including screening providers, I-9 platforms, and drug testing administrators
Working knowledge of employee data privacy requirements including CCPA, GDPR, and state-level privacy laws as they apply to HR data
Familiarity with AI governance in HR contexts, including automated decision-making risks, bias considerations, and the evolving regulatory landscape around AI use in hiring and employment
Strong cross-functional instincts and the ability to partner with Legal without deferring everything to them

Nice To Haves

Experience with SOX-level controls or similarly rigorous compliance environments
Background supporting government contracts or highly regulated industries
Experience standing up new compliance programs from scratch in a scaling organization
Hands-on experience evaluating or governing HR technology vendors with AI-driven features

Responsibilities

Maintain enterprise standards and decision frameworks for worker classification (employee, contractor, fixed-term, EOR, contingent, safety-sensitive, MVR-required).
Conduct audits, monitor compliance, and drive remediation for worker classification.
Partner with Legal and Procurement on contingent workforce compliance.
Own the company's I-9 and E-Verify program end-to-end, including vendor management, training, record retention, internal audits, and regulatory compliance.
Own governance, standards, and compliance oversight for pre-employment screening (criminal, employment, education verification, sanctions, MVR, financial credit checks).
Build and maintain adjudication frameworks and adverse action processes.
Own program administration, eligibility rules, vendor management, recordkeeping, and compliance for drug and alcohol testing.
Implement and monitor workforce obligations embedded in customer contracts (background requirements, drug testing, site access) in partnership with Legal, Sales, Operations, and Security.
Coordinate EEO-1, VETS-4212, California Pay Data reporting, pay transparency, labor law postings, and other jurisdictional obligations.
Monitor federal, state, local, and international employment law developments and translate changes into operational workflows.
Partner with Benefits and Legal to ensure leave programs meet federal, state, and local requirements (FMLA, ADA, state/local leave laws).
Partner with Compensation, Payroll, and Legal to maintain governance standards around pay equity, wage and hour obligations, and compensation compliance.
Maintain compliant employee recordkeeping practices, data retention schedules, access controls, and employee data governance standards.
Establish governance standards for the use of AI and automated decision-making tools across People programs.
Serve as the primary liaison for People-related internal and external audits.
Maintain the People compliance risk register, develop mitigation strategies, track remediation, and deliver executive reporting.
Ensure employee lifecycle processes meet regulatory requirements.
Partner with People Tech to configure compliance workflows, approvals, and controls in People systems.
Manage employee records governance, retention schedules, and data access controls.