P&C Compliance Sr Specialist

International Rescue Committee; New York (NY); On-site; USD 95,000 - 109,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

Flexible spending accounts

403(b) retirement savings plan

Job summary

The International Rescue Committee seeks a P&C Employment Compliance Manager to lead U.S. employment compliance, including I-9/E-Verify, background screening, and EEO/EEOC governance.

This role blends hands-on compliance work with enterprise-wide program leadership, focusing on audit readiness and policy stewardship across jurisdictions for IRC’s diverse workforce.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field required
• 5–8+ years of experience in U.S. employment and labor law compliance with I-9, E-Verify, and multistate regulatory environments
• Experience managing background screening programs and knowledge of FCRA requirements
• Experience supporting EEO/EEOC compliance and reporting, including EEO-1 reporting; pay data reporting is a plus

Responsibilities

• Own the organization's I-9 program end-to-end: set policy, standards, and process for verifications
• Complete I-9 reverifications and manage reverification timelines
• Design and deliver I-9 training and certification for Tier 1 HR Operations
• Conduct internal I-9 audits and respond to government inspections
• Oversee the U.S. background screening program with vendor management
• Maintain a living compliance matrix across federal, state, and local obligations
• Partner with Payroll to monitor wage-and-hour compliance in high-risk states
• Coordinate EEO-1 reporting and responses to EEOC-related requests
• Own policy and handbook currency for U.S. employment policies across jurisdictions
• Develop dashboards and reporting on compliance status and risks

Skills

U.S. employment compliance

I-9 & E-Verify mastery

Background screening knowledge

EEO/EEOC compliance

Policy training design

Education

Bachelor's degree in HR / Business / related field

SHRM-CP/SCP or PHR/SPHR or immigration/I-9 certification (plus)

Tools

Workday

HRIS platforms

Job description

Job Overview:

The P&C Employment Compliance Manager is the organization's designated subject matter expert and primary focal point for U.S. employment compliance — spanning Form I-9/E-Verify, background screening, EEO/EEOC compliance, and Employee Handbook and HR policy governance. This role exists to move IRC from a reactive, administrative approach to employment compliance toward a proactive, audit-ready one — particularly given IRC's workforce naturally includes a significantly higher proportion of employees with non-native immigration backgrounds than a typical U.S. employer, which elevates both the stakes and the complexity of getting this right. This role is designed to make the jobs of P&C Partners easier, not to displace or duplicate them. By owning the standards, tools, training, audit processes, and regulatory tracking that P&C Partners currently have to navigate on their own, this role frees them to focus on people-centered, relationship-driven work, while giving them a dedicated expert to call on for complex or gray-area compliance questions — and appropriately escalating matters that require legal interpretation or advice. The right candidate moves fluidly between hands-on execution — personally completing I-9 reverifications and audits, and serving as the final checkpoint before Tier 1 submits new-hire verifications — and enterprise-level program leadership: building the compliance frameworks, quality controls, vendor relationships, reporting structures, and training curricula that keep the organization audit-ready at all times. This is a deep practitioner role for someone interested in a career in this space, not a legal role — a law degree is not required. While the role's deepest ownership sits with U.S. compliance given the concentration of legal complexity here, it also maintains lightweight visibility into policy currently across IRC's global operations.

Major Responsibilities:

• Employment Eligibility, I-9 & Background Screening Compliance

  Own the organization's I-9 program end-to-end: set policy, standards, and process, and serve as the final review and confirmation point before Tier 1 submits new-hire I-9 verifications

  Personally complete all I-9 reverifications (e.g., work authorization renewals) and manage reverification timelines and tracking

  Design and deliver training and certification for everyone completing new-hire I-9 verifications (currently Tier 1 HR Operations), and serve as their go-to point of confirmation before submission when questions arise

  Conduct regular internal I-9 audits — including audits of Tier 1's completed verifications — and prepare the organization to respond to any government inspection or Notice of Inspection with confidence

  Own and oversee the U.S. background screening program, including process governance, vendor management, and continuous improvement, ensuring compliance with applicable federal, state, and local requirements, including the Fair Credit Reporting Act (FCRA)

  Own the Workday HireRight integration, coordinating with HR Technology, Talent Acquisition, and the vendor to ensure the integration meets compliance and operational requirements, and manage any future changes or new requirements as they arise

• Multistate Compliance & Regulatory Tracking

  Maintain a living compliance matrix of federal, state, and local employment law obligations across all U.S. operating locations, including state-specific holidays, paid family leave requirements, and other jurisdiction-specific nuances

  Maintain clear visibility into where employees are located by state, so compliance obligations can be mapped accurately as the distributed workforce evolves

  Partner with Payroll to monitor wage-and-hour compliance — including meal and rest break requirements and timekeeping accuracy — in high-risk states such as California, proactively closing gaps before they become costly

  Monitor regulatory changes and proactively update policies, handbooks, and practices before deadlines take effect

• EEO / EEOC Compliance

  Serve as the HR Operations focal point for EEO/EEOC-related compliance and reporting, including EEO-1/Affirmative Action Plan obligations and applicable state-level equivalents (e.g., NewJersey), monitoring where federal requirements have lapsed but state requirements may still apply

  Own California Pay Data Reporting (SB1162) — coordinating with Payroll and People Analytics to compile accurate pay band, race/ethnicity, and sex data by job category, and managing the annual submission to California's Civil Rights Department ahead of the required deadline

  Coordinate EEO-1 reporting — data collection, validation, and submission — in partnership with People Analytics, HR Technology, and Payroll to ensure data integrity and reporting readiness

  Coordinate responses to EEOC-related requests, inquiries, or audits in partnership with Legal Audit, Quality Control & Vendor Management

  Establish and execute a regular internal audit cadence across all compliance domains, identifying gaps and remediating errors before they escalated

  Manage relevant HR compliance vendors (background screening, I-9/E-Verify, and related third-party providers), monitoring performance and ensuring consistent application of compliance processes

  Identify opportunities to automate, streamline, and standardize compliance-related processes in partnership with HR Technology Policy and Handbook Currency

• Policy and Handbook Currency

  Own the review and update cycle for U.S. employment policies and the employee handbook, ensuring alignment with current federal, state, and local law across all jurisdictions, including state-specific and local addenda and the NY State/NYC regulatory environment

  Own a central repository for all P&C policies, driving a regular review cadence with each policy's subject-matter owner (Compensation, Benefits, Recruitment, etc.) to confirm currency and surface any conflicts between policies for resolution by the relevant owners — this role owns the system and process, not the content of policies outside employment law

  Partner with HR Communications to effectively communicate policy and handbook changes to employees and managers

  Maintain a lightweight annual review cycle for handbooks across IRC's non-U.S. operations — collecting the most current version from each country and flagging any that are overdue for update — without taking on deep ownership of non-U.S. policy content

• P&C Partner Enablement & Reporting

  Act as a standing SME resource for P&C Partners, fielding compliance questions and providing guidance on complex or gray-area cases, and identifying the appropriate process, policy, resource, or escalation path

  Develop FAQs, guidance materials, tools, and job aids that enable P&C Partners to independently navigate common compliance questions

  Develop and maintain dashboards and reporting for HR leadership and General Counsel on compliance status, open items, training completion rates, and emerging regulatory risk

Job Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent practical experience); law degree not required
• 5–8+ years of experience in U.S. employment and labor law compliance, with demonstrated expertise in Form I-9, E-Verify, and multistate regulatory environments
• Demonstrated experience managing background screening programs and working knowledge of FCRA requirements
• Experience supporting EEO/EEOC compliance and reporting, including EEO-1 reporting; experience with state-level pay data or pay equity reporting (e.g., California SB1162) is a plus
• Proven experience working with employees across diverse immigration statuses, including refugees, SIV holders, parolees, green card holders, visa holders, and naturalized citizens
• Track record of building or significantly maturing a compliance program, not just maintaining one
• Experience designing and delivering compliance training for non-legal audiences, including certifying frontline staff to perform compliance-sensitive tasks
• Experience with HRIS platforms and HR technology; Workday experience strongly preferred
• Experience managing HR compliance vendors and third-party providers
• SHRM-CP/SCP, PHR/SPHR, or a specialist certification in immigration or I-9 compliance is a plus

Demonstrated Skills and Competencies

• Strong working knowledge of FLSA, Title VII, FMLA, ADA, PWFA, OSHA, WARN Act, and applicable state and local equivalents, particularly NewYork State and NYC
• Ability to work independently, exercise sound judgment, and operate with credibility across all levels of the organization
• Strong diplomatic and relationship-building skills, able to guide and influence without formal authority over the teams they support
• Comfortable moving between hands-on casework and enterprise-level program building

Working Environment:

Standard office working environment with the ability to work remote 2-3 days per week.

Compensation:

(Pay Rate: $95,000/yr). Ranges are based on various factors including the labor market, job type, internal equity, and budget. Exact offers are calibrated by work location, individual candidate experience and skills relative to the defined job requirements.

Professional Standards:

All International Rescue Committee workers must adhere to the core values and principles outlined in IRC Way - Standards for Professional Conduct. Our Standards are Integrity, Service, Equality and Accountability. In accordance with these values, the IRC operates and enforces policies on Safeguarding, Conflicts of Interest, Fiscal Integrity, and Reporting Wrongdoing and Protection from Retaliation. IRC is committed to take all necessary preventive measures and create an environment where people feel safe, and to take all necessary actions and corrective measures when harm occurs. IRC builds teams of professionals who promote critical reflection, power sharing, debate, and objectivity to deliver the best possible services to our clients.

Benefits:

• 10 paid sick leave
• 10 U.S. holidays
• 20-25 generous paid time off based on role and tenure
• medical insurance starting at $163/month
• dental starting at $6.50/month
• vision starting at $5/month
• flexible spending accounts (healthcare, dependent care, and commuter)
• a 403(b) retirement savings plan with employer match (immediate vesting)
• a non-elective employer contribution based on age and years of service (3-year vesting)
• disability and life insurance
• an Employee Assistance Program (EAP) offering confidential counseling and support services for employees and their families

Equal Opportunity Employer:

IRC is an Equal Opportunity Employer. IRC considers all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability or any other characteristic protected by applicable law.

The International Rescue Committee (IRC) helps people whose lives have been shattered by conflict and disaster to survive, recover and rebuild. We are trusted for our ability to reach people in the toughest places, put our clients at the center of everything we do, and - as an evidence-based organization - to relentlessly improve the impact we deliver for those we serve.

The IRC Way, our code of conduct, is founded upon our core values of Integrity, Accountability, Service and Equality. These values unite IRC staff around the world and keep our programs firmly directed towards the well-being of our clients while meeting the expectations of our donors as responsible stewards of their resources.