Senior Workforce Governance Program Manager

Crusoe is on a mission to accelerate the abundance of energy and intelligence . As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.

We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.

We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.

If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.

We're looking for an experienced workforce governance and employment compliance practitioner to own workforce governance, employment compliance, and regulatory risk programs across the People organization. This is a hands-on, high-ownership individual contributor role within the People team. You'll partner closely with Legal and People functions including People Operations, Compensation, Benefits, Payroll, Recruiting, Global Mobility and People Analytics, providing governance, compliance, and control oversight across these areas rather than directly owning the underlying programs.

You will design and operate the frameworks, standards, and controls that ensure the company meets its workforce-related legal, regulatory, contractual, and policy obligations.

If you've built and operated workforce governance, employment compliance, HR compliance, or regulatory programs and understand the difference between owning a program and supporting one, we'd love to talk with you.

• Workforce Classification and Governance: Maintain enterprise standards and decision frameworks for worker classification across employee, contractor, fixed-term, EOR, contingent, safety-sensitive, and MVR-required populations. Conduct audits, monitor compliance, and drive remediation. Partner with Legal and Procurement on contingent workforce compliance.
• I-9 and Employment Eligibility: Own the company's I-9 and E-Verify program end-to-end, including vendor management, training, record retention, internal audits, and regulatory compliance.
• Background Screening and Adverse Action: Own governance, standards, and compliance oversight for pre-employment screening including criminal, employment and education verification, sanctions, MVR, and financial credit checks where applicable. Build and maintain adjudication frameworks, adverse action processes, and audit readiness.
• Drug and Alcohol Testing: In partnership with People Operations and Employee Relations, own program administration, eligibility rules, vendor management, recordkeeping, and compliance with regulatory, contractual, and safety requirements.
• Customer and Contractual Workforce Compliance: Partner with Legal, Sales, Operations, and Security to implement and monitor workforce obligations embedded in customer contracts, including background requirements, drug testing, and site access.
• Regulatory Filings and Employment Compliance: 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.
• Leave Law Compliance Partnership: Partner with Benefits and Legal to ensure leave programs meet federal, state, and local requirements across FMLA, ADA, and applicable state and local leave laws. This role does not administer leave, but owns the compliance framework: ensuring policies reflect current legal requirements, that leave-related processes have appropriate controls, and that the organization maintains audit-ready documentation and practices across all jurisdictions where we operate.
• Pay Equity, Wage and Hour, and Compensation Compliance Partnership: Partner with Compensation, Payroll, and Legal to maintain governance standards around pay equity, wage and hour obligations, and compensation compliance. This includes supporting pay equity analysis frameworks, ensuring exempt/non-exempt classification decisions are documented and defensible, and monitoring developments in wage and hour law across operating jurisdictions. Compensation owns pay decisions and Payroll owns wage and hour operations; this role owns the compliance oversight layer, ensuring risks are identified, controls are in place, and the organization is audit-ready.
• Employee Data Privacy and Records Governance: Partner with Legal, People Analytics, and People Tech to maintain compliant employee recordkeeping practices, data retention schedules, access controls, and employee data governance standards. Ensure People programs and systems meet applicable privacy obligations across all jurisdictions where we operate.
• Responsible AI Governance: Partner with Legal, People Operations, People Analytics, and Recruiting to establish governance standards for the use of AI and automated decision-making tools across People programs. This includes evaluating AI tools for compliance risk, ensuring appropriate disclosures and human oversight controls are in place, and staying current on emerging federal, state, and international regulations governing AI use in employment contexts.
• Audit Readiness and Risk Management: 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. Zero material findings is the bar.
• Compliance Operations: 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.

• 7+ 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: you've 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

• 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

• Competitive compensation and equity packages
• Restricted Stock Units
• Paid time off, paid holidays & leave of absence programs
• Comprehensive health, dental & vision insurance
• Employer contributions to HSA account
• Paid parental leave
• Paid life insurance, short-term and long-term disability
• Professional development & tuition reimbursement
• Mental health & wellness support
• Commuter benefits (parking & transit)
• Cell phone stipend
• 401(k) Retirement plan with company match up to 4% of salary
• Volunteer time off
• Global travel insurance & emergency assistance
• Daily meals allowance
• Additional perks & programs specific to location

Compensation will be paid in the range of up to $140,000 - $165,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.

Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.