Workplace Relations- Compliance Specialist

CACI International•Oklahoma City, OK

5d•$61,600 - $129,300

About The Position

CACI International Inc. is seeking a Workplace Relations- Compliance Specialist to oversee regulatory compliance programs required for U.S. federal government contractors. The role focuses on VETS-4212 and EEO-1 reporting, background check adjudications, and conflicts of interest (COI) oversight. It partners with managers, employees, vendors, Legal, and other functions to support organizational and regulatory compliance. The position reports to the Senior Manager, Global Mobility under Workplace Relations. The specialist oversees workplace relations and compliance policies, processes, programs, and solutions in support of business goals and a positive work environment, potentially including international support. The role may conduct investigations or lead organizational assessments involving workplace relations and ethical concerns; advises managers on resolving workplace matters; supports development of management training and resources; and provides guidance on CACI policies, procedures, and applicable regulations. It also supports responses to external agency complaints and audits, maintains HR policies, monitors legislative changes, and evaluates policies related to employment opportunity.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Employment Law, or a related field; an equivalent combination of education and experience may be considered.
At least 5 years of progressive experience in Employee Relations, Workplace Relations, HR Compliance, Employment Law, or a related Human Resources function.
Demonstrated experience managing federal contractor compliance programs, including VETS-4212, EEO-1 reporting, VEVRAA, Section 503, and other affirmative action and equal employment opportunity requirements.
Strong knowledge of U.S. federal and state employment laws and regulations, including WARN, OWBPA, ADA, FMLA, Title VII, and other applicable employment legislation.
Experience supporting compliance audits, government agency investigations, regulatory reporting, and responses to external agency inquiries.
Knowledge of background screening and adjudication processes, conflict of interest programs, and corporate ethics compliance requirements.
Ability to interpret complex legal and regulatory requirements and translate them into practical business solutions.
Experience partnering with Legal, Human Resources, business leaders, and third-party vendors to ensure regulatory compliance and mitigate risk.
Ability to handle sensitive and confidential information with discretion and professionalism.
Proficiency with HRIS systems, reporting tools, and Microsoft Office Suite, particularly Excel for regulatory reporting and data analysis.

Responsibilities

Develop and manage employment opportunity programs, including preparing the annual VETS-4212 report and evaluating program effectiveness in partnership with an outside vendor.
Develop, manage, and improve enterprise-wide strategies and processes to ensure federal and state employment compliance.
Analyze, recommend, and implement or modify plans for compliance with VEVRAA and Section 503.
Advise on and review reduction-in-force plans and ensure applicable employment-law requirements, including OWBPA and WARN, are met.
Serve as the primary point of contact for compliance evaluation requests regarding employment compliance programs and coordinate with other functions as needed.
Partner with Legal to prepare for and respond to external agency complaints, audits, and employment litigation.
Monitor industry trends, regulations, and employment law, and modify processes and procedures as needed.
Oversee workplace relations and compliance policies, processes, programs, and solutions; potentially support international matters.
Conduct investigations or lead organizational assessments related to workplace relations and ethical concerns, as needed.
Advise managers on workplace relations matters and support the development of training, resources, tools, and templates for line management.
Maintain HR policies, counsel managers and employees on CACI policies and applicable federal and state regulations, and advise on legislative changes.
Evaluate the adequacy and effectiveness of policies related to CACI's commitment to employment opportunity.