P&C Compliance Sr Specialist

The P&C Employment Compliance Manager is the organization's designated subject matter expert and primary focal point for U.S. employment compliance — spanning Form I-9/E-Verify, background screening, EEO/EEOC compliance, and Employee Handbook and HR policy governance. This role exists to move IRC from a reactive, administrative approach to employment compliance toward a proactive, audit-ready one — particularly given IRC's workforce naturally includes a significantly higher proportion of employees with non-native immigration backgrounds than a typical U.S. employer, which elevates both the stakes and the complexity of getting this right.

This role is designed to make the jobs of P&C Partners easier, not to displace or duplicate them. By owning the standards, tools, training, audit processes, and regulatory tracking that P&C Partners currently have to navigate on their own, this role frees them to focus on people-centered, relationship-driven work, while giving them a dedicated expert to call on for complex or gray-area compliance questions — and appropriately escalating matters that require legal interpretation or advice.

The right candidate moves fluidly between hands-on execution — personally completing I-9 reverifications and audits, and serving as the final checkpoint before Tier 1 submits new-hire verifications — and enterprise-level program leadership: building the compliance frameworks, quality controls, vendor relationships, reporting structures, and training curricula that keep the organization audit-ready at all times. This is a deep practitioner role for someone interested in a career in this space, not a legal role — a law degree is not required.

While the role's deepest ownership sits with U.S. compliance given the concentration of legal complexity here, it also maintains lightweight visibility into policy currently across IRC's global operations.

• Employment Eligibility, I-9 & Background Screening Compliance

  Own the organization's I-9 program end-to-end: set policy, standards, and process, and serve as the final review and confirmation point before Tier 1 submits new-hire I-9 verifications

  Personally complete all I-9 reverifications (e.g., work authorization renewals) and manage reverification timelines and tracking

  Design and deliver training and certification for everyone completing new-hire I-9 verifications (currently Tier 1 HR Operations), and serve as their go-to point of confirmation before submission when questions arise

  Conduct regular internal I-9 audits — including audits of Tier 1's completed verifications — and prepare the organization to respond to any government inspection or Notice of Inspection with confidence

  Own and oversee the U.S. background screening program, including process governance, vendor management, and continuous improvement, ensuring compliance with applicable federal, state, and local requirements, including the Fair Credit Reporting Act (FCRA)

  Own the Workday Hire Right integration, coordinating with HR Technology, Talent Acquisition, and the vendor to ensure the integration meets compliance and operational requirements, and manage any future changes or new requirements as they arise

• Multistate Compliance & Regulatory Tracking

  Maintain a living compliance matrix of federal, state, and local employment law obligations across all U.S. operating locations, including state-specific holidays, paid family leave requirements, and other jurisdiction-specific nuances

  Maintain clear visibility into where employees are located by state, so compliance obligations can be mapped accurately as the distributed workforce evolves

  Partner with Payroll to monitor wage-and-hour compliance — including meal and rest break…