Position HR Compliance Manager, Contractor Management

Your Journey at Crowe Starts Here At Crowe, you can build a meaningful and rewarding career. With real flexibility to balance work with life moments, you’re trusted to deliver results and make an impact. We embrace you for who you are, care for your well-being, and nurture your career. Everyone has equitable access to opportunities for career growth and leadership. Over our 80-year history, delivering excellent service through innovation has been a core part of our DNA across our audit, tax, and consulting groups. That’s why we continuously invest in innovative ideas, such as AI-enabled insights and technology‑powered solutions, to enhance our services. Join us at Crowe and embark on a career where you can help shape the future of our industry. Job Description The HR Compliance Manager owns the end‑to‑end contingent worker and contractor management lifecycle across Crowe, partnering with business leaders to understand contingent workforce requirements, evaluating scope, duration, supervision, and operational needs, and providing guidance on appropriate and compliant worker engagement approaches, ensuring consistent execution from requisition through offboarding. This role serves as a subject matter expert on the legal and regulatory requirements governing the engagement and management of contingent workers, providing guidance to business leaders and other stakeholders on appropriate worker engagement models, classification, and ongoing compliance obligations. As part of the broader HR Compliance team, this position partners with business leaders, Talent, Legal, Finance, and other stakeholders to manage worker classification, requisitions, statements of work (SOWs), onboarding, ongoing engagement obligations, extensions, and terminations. The Manager maintains accurate records and effective controls, monitors risk, and drives process improvements to support compliant contingent workforce operations. Key Responsibilities Partner with business units to understand contingent workforce requirements, evaluate scope, duration, supervision, and operational needs, and recommend appropriate engagement approaches. Lead and document worker classification assessments, distinguishing independent contractor and subcontractor engagements from temporary and regular employment arrangements; consult Legal and the HR Compliance Leader on complex or higher‑risk determinations. Create and manage approved job requisitions and related workforce requests in Workday, ensuring accurate engagement details, approvals, and alignment with the selected worker category. Coordinate with Onboarding and relevant teams to ensure smooth and timely onboarding experience. Ensure each applicable contractor or subcontractor engagement has an active, appropriately approved agreement and SOW covering the work performed; coordinate with business leaders to create, amend, extend, or terminate SOWs before relevant deadlines, ensuring work does not commence or continue without required approvals and documentation. Maintain and proactively monitor accurate start dates, end dates, renewal milestones, engagement status, and required approvals; engage business leaders in advance to confirm extension, conversion, or termination decisions. Manage ongoing employment‑ and engagement‑related obligations and compliance, including required documentation, policy and training requirements, worker status changes, and issue resolution, as applicable to the worker classification and jurisdiction. Coordinate timely offboarding with contractors, business leaders, IT, Finance, and other parties, including end‑of‑engagement communications, access removal, equipment returns, final administrative steps, and record closure. Maintain complete, audit‑ready records of classification decisions, requisitions, agreements and SOWs, approvals, onboarding, extensions, and offboarding; support audits, reporting, risk assessments, and remediation. Develop and improve contractor lifecycle procedures, controls, guidance, reporting, and stakeholder communications; identify compliance gaps, elevate risks, and drive consistent execution across business units. Qualifications & Requirements Education & Experience Required: Bachelor's degree in Human Resources, Business Administration, Legal Studies, or a related field. Required: 5-7+ years of progressive HR compliance or related experience, contingent workforce management, or related experience. Required: Must have owned or directly overseen the contractor management lifecycle. Preferred: Professional certification in HR or compliance (e.g., SHRM‑CP, SHRM‑SC, PHR, SPHR, or CCEP). Preferred: Experience in professional services, consulting, or a multinational organization. Specialized Knowledge Required: Strong working knowledge of worker classification considerations and distinctions among independent contractors, subcontractors, temporary employees, and regular employees. Preferred: Knowledge of both U.S. and India worker classification regulations is preferred. Required: Hands‑on experience managing contractor onboarding, offboarding, engagement dates, SOWs, extensions, and supporting records and approvals. Required: Ability to interpret applicable employment and contractor compliance requirements, recognize risk, and partner with Legal and other specialists on complex matters. Required: Experience with HRIS or workforce management systems, requisition workflows, reporting, and process controls. Preferred: Experience with multi‑jurisdictional or global contingent workforce arrangements. Core Competencies (Required) Integrity & Judgment: Exercises sound judgment, maintains confidentiality, and escalates compliance risks appropriately. Consultative Partnership: Advises business leaders, influences decisions, and builds effective cross‑functional relationships. Analytical & Problem‑Solving: Evaluates complex engagement scenarios and translates requirements into practical solutions. Ownership & Execution: Manages multiple time‑sensitive engagements, deadlines, and dependencies with accuracy and accountability. Organization: Exceptional organizational, time management, and project management with strong attention to detail and a focus on accuracy and compliance. Process Improvement: Establishes scalable controls, identifies gaps, and improves operational consistency. Communication & Technical Skills: Communicates clearly and uses HRIS systems (Workday preferable), Microsoft Office tools, and reporting capabilities effectively. We expect the candidate to uphold Crowe’s values of Care, Trust, Courage, and Stewardship. These values define who we are. We expect all of our people to act ethically and with integrity at all times. The application deadline for this role is 11/30/2026. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Crowe is not sponsoring for work authorization at this time. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Crowe, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $95,500.00 - $195,000.00 per year. Our Benefits Your exceptional people experience starts here. At Crowe, we know that great people are what makes a great firm. We care about our people and offer employees a comprehensive total rewards package. Learn more about what working at Crowe can mean for you! How You Can Grow We will nurture your talent in an inclusive culture that values diversity. You will have the chance to meet on a consistent basis with your Career Coach that will guide you in your career goals and aspirations. Learn more about where talent can prosper! More about Crowe Crowe provides professional services through two separate entities: Crowe LLP delivers audit and attest services, and Crowe Advisory LLC provides tax, advisory, consulting, and other nonattest services. The Crowe Global network consists of more than 300 independent accounting and advisory services firms in more than 150 countries around the globe, making it one of the largest accounting networks in the world*. As independent members of Crowe Global, Crowe LLP and Crowe Advisory LLC serve clients worldwide. (*As of July 2026) Crowe LLP and Crowe Advisory LLC (and their respective subsidiary entities) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, sexual orientation, gender identity or expression, genetics, national origin, disability or protected veteran status, or any other characteristic protected by federal, state or local laws. Crowe LLP and Crowe Advisory LLC (and their respective subsidiary entities) does not accept unsolicited candidates, referrals or resumes from any staffing agency, recruiting service, sourcing entity or any other third‑party paid service at any time. Any referrals, resumes or candidates submitted to Crowe, or any employee or owner of Crowe without a pre‑existing agreement signed by both parties covering the submission will be considered the property of Crowe, and free of charge. Crowe will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, San Francisco Fair Chance Ordinance, and the California Fair Chance Act. Please visit our webpage to see notices of the various state and local Ban‑the‑Box laws and Fair Chance Ordinances, where applicable. We are committed to a merit‑based hiring process, evaluating all candidates consistently using objective, job‑related criteria such as relevant experience, demonstrated skills, measurable impact, and alignment with the role’s responsibilities, and making employment decisions in a fair and inclusive manner free from discrimination. #J-18808-Ljbffr