HR Compliance Manager New York, NY, United States

Fanatics Inc.; New York (NY); Hybrid; USD 110,000 - 140,000; Full time

Benefits offered by this job

On-site 4 days/week

Remote time up to 4 weeks/yr

Job summary

Fanatics Inc. is hiring a Manager, Risk & Compliance to lead our HR compliance program and ensure fair, compliant people practices globally. You will shape processes, manage background checks and I-9, and partner with HR, Legal, and Talent Acquisition across the employee lifecycle.

The role emphasizes collaboration, sharp judgment, and ability to translate complex regulations into practical guidance. On-site four days a week with optional remote time, reflecting Fanatics’ flexible work model.

Qualifications

• 5+ years of HR compliance, employee relations, or background screening experience.
• Strong knowledge of U.S. employment laws and background check regulations (FCRA, EEOC, ban-the-box, etc.).
• Experience working with third-party background screening vendors.
• A collaborative partner who can balance compliance requirements with business needs.
• Excellent judgment, attention to detail, and ability to explain complex rules in plain language.

Responsibilities

• Lead and oversee background check program, manage vendor relationships and documentation.
• Manage I-9 compliance and related process improvements for audit readiness.
• Partner with HR, Legal, and Talent Acquisition to apply compliance standards across the employee lifecycle.
• Oversee employment law compliance across leaves, salary transparency, notice requirements, and recordkeeping.
• Develop and maintain domestic and international employment policies (Canada, Australia, France).
• Support reviews and audits of restrictive covenants and offboarding protocols for consistency and compliance.
• Collaborate with Payroll/HR Operations to ensure pay, tax, and reporting obligations compliance.
• Conduct internal audits and maintain records to reduce risk and support reporting requirements.
• Be a trusted advisor to HR and business leaders on compliance practices.

Skills

HR compliance

Background checks

Vendor management

Employment law

Policy development

Audits

Training & awareness

Cross-functional partner

Tools

Oracle HRIS

HR ATS

Compliance tracking tools

Job description

Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally.

The RoleWe’re looking for a proactive and detail-driven Manager, Risk & Compliance to join our team. In this role, you’ll ensure our people practices are fair, consistent, and compliant with federal, state, and local and international employment laws. This is a great opportunity for someone who thrives on building structure, staying ahead of regulatory changes, and balancing risk management with a great employee experience.

What You’ll Do

• Lead and oversee our background check program—manage vendor relationships, design packages, partner with each operating company on business process documentation and escalation procedures, and ensure compliance with FCRA, EEOC, and state/local requirements
• Manage I-9 compliance and related process improvements to ensure accurate documentation and ongoing audit readiness
• Partner with HR, Legal, and Talent Acquisition to apply compliance standards throughout the employee lifecycle—from hiring to offboarding
• Oversee employment law compliance across areas such as leaves, salary transparency, notice requirements, and recordkeeping, ensuring timely policy and training updates
• Partner with Legal on the development and maintenance of domestic and international employment policies, including for Canada, Australia, and France
• Support reviews and audits of restrictive covenant agreements and employee offboarding protocols to ensure consistency and legal compliance
• Collaborate with Payroll and HR Operations to maintain compliance with pay, tax, and reporting obligations
• Conduct internal audits and maintain accurate records to reduce risk and support reporting requirements
• Act as a trusted advisor to HR and business leaders, fostering understanding and accountability around compliance practices.
• Drive initiatives that make compliance not just a requirement, but part of our culture of fairness and integrity

What We’re Looking For

• 5+ years of HR compliance, employee relations, or background screening experience
• Strong knowledge of U.S. employment laws and background check regulations (FCRA, EEOC, ban-the-box laws, etc.)
• Experience working with third-party background screening vendors
• A collaborative partner who can balance compliance requirements with business needs
• Excellent judgment, attention to detail, and ability to explain complex rules in plain language

Bonus Points

• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)
• Experience in a multi-state or global organization
• Familiarity with Oracle HR systems (HRIS, ATS, compliance tracking tools)

Achieving our goals requires strong collaboration and partnership between our teams and our internal stakeholders. To best support this, the person who accepts this role is expected to be on site, in office four days per week. To provide our employees with flexibility, we offer a unique benefit where employees at Fanatics' corporate entity can work remotely for up to four weeks per year, which can be taken in daily or weekly increments.

The salary range represents base pay only and does not include short-term or long-term incentive compensation. When determining base pay as part of a final compensation package, we consider several factors such as location, experience, qualifications, and training.For information about our benefits, please visit https://benefitsatfanatics.com/

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Fanatics Inc.’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.