Senior Manager, Compliance

The Senior Manager, Compliance leads HR compliance governance, programs, and practices across a complex, multi-brand, multi-state organization. This role is responsible for translating employment laws, company policies, and compliance requirements into practical, scalable processes, tools, systems, workflows, documentation, and leader guidance. The Senior Manager partners closely with Legal, HR leadership, HR Centers of Expertise, HR Business Partners, and business leaders to ensure HR practices are compliant, consistently applied, operationally sound, and aligned to the employee experience.

This leader owns the operating discipline for workforce compliance, including policy governance, onboarding and recruitment compliance, employment eligibility, wage and hour readiness, employee classification, pay transparency, recordkeeping, HR process audits, labor relations strategy & compliance, compliance controls, and compliance training, reporting, and remediation. The role serves as a subject matter expert and trusted advisor on HR compliance risk, labor compliance, and evolving workforce requirements, helping the organization anticipate regulatory changes, standardize expectations, and build sustainable compliance practices that support growth, integration, and operational consistency.

Responsibilities

• Lead HR compliance programs, governance, service delivery standards, and priorities across brands, business units, employee populations, and jurisdictions.
• Partner with Legal, outside counsel, HR Centers of Expertise, HR leadership, HR Business Partners, Talent Acquisition, Payroll, HRIS, Operations, and business leaders to ensure compliant, practical, and consistent execution of HR policies and employment requirements.
• Lead multi-state HR compliance practices, including onboarding compliance, recruitment compliance, pay transparency, non-discrimination, accessibility, employee classification, I-9 and E-Verify, wage and hour, recordkeeping, and related employment obligations.
• Guide labor relations strategy and compliance in partnership with Legal, HR leadership, and Operations, including workforce risk readiness, response protocols, labor law compliance, manager guidance, and risk mitigation practices.
• Partner with Legal to monitor changes in labor and employment laws across relevant jurisdictions, assess business impact, and lead the rollout of compliance updates, including labor-related regulatory changes and rapid response protocols for expansion into new states or jurisdictions.
• Own and maintain employee handbooks, HR policies, standard operating procedures, compliance playbooks, tools, templates, and related resources, ensuring alignment with federal, state, local, and company requirements.
• Conduct and oversee audits of HR processes, systems, workflows, employee records, and compliance documentation; identify risks, remediate issues, and establish sustainable controls.
• Establish and maintain compliance governance routines, including audit calendars, control checks, issue tracking, escalation paths, remediation plans, and reporting cadences.
• Partner with HRIS, Payroll, Talent Acquisition, HR Operations, and Operations teams to ensure HR systems, data, workflows, reporting, and documentation practices support compliance needs across all states of operation.
• Develop and deliver compliance-related training, tools, communications, and change management support for HR team members, people managers, and other stakeholders.
• Use compliance indicators, audit findings, policy questions, hotline trends, operational feedback, and reporting to identify patterns, assess risk, and recommend process or control improvements.
• Support integration, expansion, and business transformation efforts by identifying workforce compliance requirements, building scalable processes, and ensuring consistent adoption across brands and operating models.
• Serve as a trusted advisor to HR leadership and business leaders on compliance risk, policy application, workforce governance, and complex HR compliance matters.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Legal Studies, Compliance, or related field; advanced degree or HR certification preferred.
• 8+ years of progressive HR, employment compliance, HR operations, policy governance, audit, or related compliance experience, including experience leading programs, projects, or cross-functional initiatives.
• Experience leading HR compliance practices in a multi-site, multi-state, or complex operating environment.
• Strong knowledge of federal, state, and local employment laws and HR compliance requirements, including EEO, anti-harassment, anti-retaliation, accommodations, wage and hour, I-9/E-Verify, employee classification, recordkeeping, pay transparency, salary history, recruitment compliance, labor relations compliance, and related workforce requirements.
• Experience supporting labor relations strategy, workforce risk readiness, manager guidance, response planning, and related legal or compliance partnership in a multi-site operating environment.
• Experience developing and maintaining employee handbooks, HR policies, SOPs, compliance frameworks, process controls, and HR documentation across multiple jurisdictions.
• Experience conducting audits, identifying risk, building remediation plans, implementing controls, and monitoring compliance outcomes.
• Proven ability to partner with Legal, outside counsel, HR Centers of Expertise, HRIS, Talent Acquisition, Operations, Payroll, and senior leaders to translate legal requirements into practical HR processes, systems, training, and communications.
• Strong judgment, discretion, communication, documentation, analytical, audit, project management, stakeholder management, and change management skills.
• Experience using HR systems, reporting tools, case management platforms, or document management systems to support compliance governance and audit readiness.
• Experience in retail, hospitality, restaurant, convenience retail, distribution, or other large frontline workforce environments preferred.
• Experience supporting multiple legal entities, brands, or business units under a shared services or matrixed HR operating model preferred.
• Experience with Workday, ServiceNow, or comparable HRIS, workflow, document management, and reporting platforms preferred.

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.