Part-Time HR Compliance Specialist

Description THIS IS A PT HOURLY POSITION (20 up to 29 hours a week, hybrid, mostly remote work available, hour rate $30-$34.5, non benefits eligible)

POSITION SUMMARY

The HR Compliance Specialist supports The Doran Group's Human Resources function by ensuring the organization's people practices, policies, and recordkeeping meet all applicable federal, state, and local employment laws across our Minnesota and Wisconsin operations. This role works closely with the VP of Human Resources and cross-functional HR partners across employee experience, payroll, benefits, PTO administration, and Learning & Development to identify compliance risks, maintain accurate documentation, and support a fair and consistent employee experience company-wide. This is a broad generalist compliance role covering wage-and-hour requirements, leave administration, employee handbook maintenance, recordkeeping, and training compliance. The ideal candidate is detail-oriented, discreet with sensitive information, and comfortable partnering with employees and managers across the organization on compliance matters.

KEY RESPONSIBILITIES

Monitor and interpret federal, state, and local employment law changes (FLSA, FMLA, ADA, EEO, state leave and wage-and-hour statutes, and other applicable regulations) and assess their impact on company policy and practice. Partner with the VP of HR and Legal to draft, update, and maintain the Employee Handbook, ensuring policies remain current, consistent across locations, and clearly communicated to employees. Support payroll compliance by auditing pay practices, employee classifications (exempt/non-exempt), and wage-and-hour recordkeeping for accuracy and legal compliance. Support Administration and audit of PTO, sick leave, and other leave-of-absence programs (including FMLA, ADA accommodations, and applicable state leave laws) to ensure consistent, compliant application. Maintain accurate, audit-ready employee files and HR records in accordance with federal and state recordkeeping requirements and internal retention schedules. Track completion of required and compliance-related training (e.g., harassment prevention, safety, code of conduct) in partnership with the Learning & Development team, and flag gaps for follow-up. Conduct periodic internal audits of HR policies, procedures, and documentation to proactively identify and remediate compliance gaps. Serve as a day-to-day resource for managers and employees on HR policy questions, escalating complex matters to the VP of HR as needed. Coordinate injury reporting, claim administration, and communication with employees, leaders, insurance carriers, and medical providers Partner with VP of HR with return-to-work processes, including monitoring restrictions and coordinating modified-duty assignments when appropriate Support required regulatory postings, reporting, and filings (e.g., EEO-1, OSHA logs, state new-hire reporting) and coordinate with Payroll and Finance where applicable. Assist with investigations into employee relations concerns, documenting findings and recommended actions in coordination with HR leadership. Help prepare the organization for internal and external audits, including wage-and-hour, benefits, and I-9/E-Verify compliance reviews. Assist with unemployment claims, workers' compensation reporting, and related documentation. Assist with new-hire onboarding paperwork and offboarding documentation to ensure compliance requirements are met at each stage of employment. Support OSHA reporting, recordkeeping, and compliance with workplace safety requirements Contribute to a positive, transparent employee experience by ensuring policies are applied fairly and consistently across the organization. Prepare reports and documentation to support compliance metrics and HR leadership decision-making. Perform other HR administrative duties as assigned. The candidate in this position will also serve as backup for certain tasks i.e: Payroll processing or job posting as needed.

PRIORITY COMPLIANCE AREAS

Given The Doran Group's Minnesota and Wisconsin footprint, this role carries particular focus of the following areas: Minnesota Paid Leave (Paid Family and Medical Leave) — administer and communicate the Equivalent Plan program, coordinate wage detail reporting, and align internal leave policies ahead of and following the law's effective date. Minneapolis and St. Paul Earned Sick and Safe Time (ESST) ordinances — apply the applicable city ordinance alongside Minnesota's statewide ESST law, tracking accrual, usage, and notice requirements for employees working in each jurisdiction. Wisconsin multi-state compliance — monitor Wisconsin wage-and-hour, leave, and posting requirements for employees and properties located in Wisconsin, and ensure policies are adapted appropriately across the two-state footprint. Form I-9 and E-Verify — oversee timely completion, reverification, and audit-ready storage of I-9 records; lead or support internal I-9 self-audits. Monitor ACA and COBRA administration — support ACA eligibility tracking and reporting (1094-C/1095-C) and ensure timely, compliant COBRA notices and administration in partnership with Benefits. Minnesota Pay Transparency Law — ensure job postings include compliant salary range and benefits disclosures, and advise hiring managers on requirements before roles are posted. Fair Housing training — coordinate required Fair Housing training for property-facing and leasing staff in partnership with Learning & Development, and track completion to reduce fair housing risk exposure. Requirements

QUALIFICATIONS

Required: Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience. 2–4 years of experience in Human Resources, with meaningful exposure to compliance, employee relations, or HR operations. Working knowledge of federal and state employment law, including wage-and-hour, leave, and recordkeeping requirements. Working knowledge of Minnesota Paid Leave, Minnesota and local (Minneapolis/St. Paul) Earned Sick and Safe Time requirements, and the Minnesota Pay Transparency Law. Experience with Form I-9/E-Verify compliance and ACA/COBRA administration. Strong attention to detail and the ability to manage sensitive, confidential information with discretion. Excellent written and verbal communication skills, with the ability to explain policy clearly to employees at all levels. Proficiency with HRIS and payroll systems, and comfort working in Microsoft Office/Google Workspace. Strong organizational skills and the ability to manage multiple priorities and deadlines independently. Preferred: PHR, SHRM-CP, or equivalent HR certification. Experience supporting multi-state or multi-location compliance requirements, particularly across Minnesota and Wisconsin. Prior experience maintaining or rewriting an employee handbook. Familiarity with Learning Management Systems (LMS) and tracking compliance training completion.

CORE COMPETENCIES

Integrity and confidentiality Attention to detail and accuracy Regulatory and policy knowledge Organization and time management Clear, professional communication Sound judgment and problem-solving

WORK ENVIRONMENT

This is a PT (between 20-29 hours a week) Non-Exempt hybrid role based out of The Doran Group's offices, with a mix of on-site collaboration and remote work (mostly remote work is an option). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role. This position is non benefits eligible. Eligible for Sick and Safe time and MN Paid Leave.

COMPENSATION & BENEFITS

The Doran Group offers a good-faith base salary range of $30-#4.5 per hour, $62,000-$72,000 annually for this role, provided in accordance with the Minnesota Pay Transparency Law. This range reflects Minneapolis/St. Paul market data for mid-level HR compliance and generalist roles. Final offer will depend on the candidate's experience, skills, and internal equity considerations.

DISCLAIMER

This job description is intended to describe the general nature and level of work being performed and is not an exhaustive list of all responsibilities, duties, and skills required. The Doran Group reserves the right to modify job duties as business needs evolve. This document does not constitute a contract of employment. #J-18808-Ljbffr Doran-Management-LL