Contingent Workforce Compliance Lead

Crowe; Burlington (VT); On-site; USD 96,000 - 195,000; Full time

Job summary

Crowe is seeking an HR Compliance Manager to own the end-to-end contingent worker and contractor management lifecycle. You will partner with business leaders to assess engagement scope, duration, supervision and compliance, ensuring consistent execution from requisition through offboarding.

You will manage worker classifications, SOWs, onboarding, extensions, and offboarding, maintaining audit-ready records and mitigating risk through process improvements.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Legal Studies, or related field.
• 5-7+ years of progressive HR compliance or related experience, contingent workforce management, or related experience.
• Must have owned or directly overseen the contractor management lifecycle.
• Professional certification in HR or compliance preferred.

Responsibilities

• Own end-to-end contingent worker and contractor management lifecycle across Crowe.
• Partner with business leaders to understand contingent workforce requirements and provide guidance on compliant engagement models.
• Manage worker classification assessments and oversee SOWs, onboarding, extensions, and terminations.
• Maintain accurate records and audits, ensure timely onboarding and offboarding, and monitor compliance obligations.

Skills

Contractor management lifecycle

Worker classification knowledge

HRIS / Workday

Requisition workflows

Reporting & controls

Analytical thinking

Employer compliance

Education

Bachelor's degree in HR / Business / Legal Studies

HR or compliance certification (SHRM-CP/SC, PHR/SPHR, CCEP)

Tools

Workday

Job description

Crowe is seeking an HR Compliance Manager to own the end-to-end contingent worker and contractor management lifecycle. You will partner with business leaders to assess engagement scope, duration, supervision and compliance, ensuring consistent execution from requisition through offboarding.

You will manage worker classifications, SOWs, onboarding, extensions, and offboarding, maintaining audit-ready records and mitigating risk through process improvements.