People Operations Compliance Specialist
2 weeks ago
Fearless complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, please email hr@fearless.techto submit a formal request to Human Resources.
Compensation
Our Compensation System is designed to reward remarkable work, grow your impact and support the whole "you" over the course of your career.
We believe in paying people fairly, so we've established a compensation model aimed to ensure everyone at Fearless - regardless of race, ethnicity, gender, sexual orientation, disability, religion, age, nationality, or negotiation skills - is given equal pay for equal work.
- AL, FL, GA, TN Residents: $61,117 (min) - $76,396 (mid) - $91,675 (max)
- NC Residents: $63,007 (min) - $78,759 (mid) - $94,511 (max)
- DE, MD, PA, TX, VA Residents: $66,151 (min) - $82,697 (mid) - $99,236 (max)
- DC Residents: $74,348 (min) - $92,935 (mid) - $111,523 (max)
- CA, NY, NJ Residents: $76,869 (min) - $96,086 (mid) - $115,303 (max)
- Hybrid, once-a-month in-office commitment. Our Fearless HQ is located in Baltimore, MD.
- Incumbent must live within a 90-minute radius of our headquarters at 8 Market Pl., Baltimore, MD 21202
Fearless' Human Resources group is the bedrock of our team member experience, providing knowledgeable assistance (we're never too busy to help our people), responsive and caring problem solving, guidance to our people and company, benefits and services that support our people and their loved ones, and trusted advisement on a wide range of issues.
The People Operations Compliance Specialist will maintain the integrity and reliability of the organization's HRIS and other People Operations Systems and data ensuring that the needs, requirements, and objectives of the business are met. The PO Compliance Specialist supports the administration and design of our federal, state, and local compliance requirements for the organization.
The PO Compliance Specialist assists members of the People Ops team to ensure that people-centered projects are moved from conceptualization to completion by coordinating all phases of project management including planning, executing, monitoring, evaluations, and closing. This role is essential in working independently and partnering with both HR peers and Finance to ensure accurate and timely semi-monthly payroll processing.
Responsibilities and Contributions
Organizational and Leadership Role
- The PO Compliance Specialist will have a fundamental understanding of HR best practices, competencies, and legal requirements and will use practical application of this knowledge to enhance the Fearless' team member experience by:
- Maintaining compliance with federal, state, and local employment laws and regulations related to policies and reporting requirements, including Affirmative Action Planning and obligations outlined by the Office of Federal Contract and Compliance Program.
- Collaborating with People Operations and organizational leadership to determine the short- and long-term department and system information and objectives; developing plans to modify or replace applications, modules, and systems to meet those objectives.
- Positively influences the team member experience through successful implementation of various processes, including, but not limited to, policy creation and implementation, payroll and HRIS management.
- Provides project management and execution support for the design, rollout, and sustainment of people ops systems and processes related to data, compliance, and payroll.
- Assesses current systems and utilization across People Operations; identifies and recommends improvements such as training, customization, and enhancements to maximize value and efficiencies.
- Makes policy recommendations and processes reporting and data to ensure compliance with federal, state, and employment laws, as well as laws related to government contracting.
- Submits compliance reporting timely and accurately including but not limited to the EEO-1 report, CA pay report, and Vets-4212 report.
- Provides administrative support for payroll processing to ensure timely and accurate payroll related to team member changes
- Identifies, recommends, and programs custom functions and documentation such as dashboards, queries, and reports.
- Provides user training and hands-on support for our HRIS.
- Ensures system compliance with data security and privacy requirements.
- Plans for upcoming system cycles (e.g., quarterly reviews, or year-end compensation) and offers project management support to organizational leaders in using those processes.
- All other duties as assigned.
- Strengthens our community within Fearless by being an active and present part of our company, addressing concerns, building relationships with team members, and sharing HR domain expertise.
- Delivers a high degree of team member confidentiality, uses discretion and professionalism in all interactions, and follows policies and procedures.
Must-Have Skills
Technical
- Prior knowledge and experience related to HR data summarizing and reporting
- Thorough understanding of HRIS design and management. Prior experience mapping data across systems and assisting with data transfers from HRIS system to other internal business systems
- Ability to understand how data and data reporting of People Operations data relates to all areas of People Operations (Recruiting, Talent & Development, HR, etc.) and the business areas supported by People Operations
- Demonstrated skills in reporting and summarizing people data paired with business acumen.
- Ability to operate and manage work, strategically reason, and build relationships and influence others.
- Ability to manage multiple project timelines and operate independently.
- Strong interpersonal and communication skills, especially with organizational leaders.
- Ability to effectively communicate with diverse populations and all levels of employees.
- Demonstrated ability to adapt to an ever-changing environment.
- Fostering strong partnerships and teamwork to achieve common goals through collaboration, interpersonal savvy, teamwork, and relationship-building
- Demonstrating integrity, honesty, and transparency in actions and decisions through Ethical Behavior and Authenticity.
- Maintaining openness to new ideas, feedback, and learning opportunities through Open-Mindedness, Receptiveness, Continuous Learning, and Feedback Seeking.
- Adjusting to changing circumstances and demands with resilience and agility through Adaptability, Resilience, Flexibility, and Situational Awareness.
- Demonstrated ability to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations.
- Ability to stay abreast of changing Federal, state and local laws, interpret and make recommendations proactively to ensure compliance adherence
Industry & Business Acumen:
- Knowledge of developments and new applications of information technology (hardware, software, telecommunications), emerging technologies and their applications to business processes, and applications and implementation of information systems to meet organizational requirements.
- Demonstrated ability to conduct internal audits to ensure compliance with government regulations and contractual obligations, identifying and addressing any discrepancies or areas for improvement
- Demonstrated ability to partner with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business.
- Prior experience in Paylocity.
- Experience creating and implementing affirmative action and other compliance programs in organizations with multiple operating companies
- In-depth knowledge of affirmative action regulations, including Title VII, Executive Order 11246, and Section 503 of the Rehabilitation Act
- Expertise with HR at a technology or growing organization
- Experience in a government contracting environment
Over the years, we've honed our interview process to help ensure that every team member we hire is the right fit for us and that we're the right fit for them. If we think you're a good fit, we'll get in touch and start scheduling your interviews Depending on the role's/project's requirements, the interview process may include some differences. At the minimum
- Introductory Interview: This is where you and your recruiter will build rapport, explore your career and educational background, discuss salary expectations, role requirements, and set expectations for the interview process, specific to the position of interest.
- Technical Interview (Skills Fit): This is where we get into the nitty gritty of the project. During the Technical Interview, you'll be interviewed by the technical team to dig more into your background and technical capabilities.
- Business Interview: At this point, you've made it to the final frontier The Business Interview is when you'll meet with Fearless leadership to dot the i's, cross the t's, and determine whether or not we'll be moving forward with the hiring process.
Fearless Digital builds software with a soul. As a division inside Fearless, we're part of its digital services integrator model to unlock the power of organizations, people and tech. Our division designs, engineers, and delivers digital solutions to solve problems and drive impact. Using iterative development cycles, we minimize risk for our customers and efficiently deliver intuitive and responsive technology. In this way, we help set the stage for tech to work better for people. That's not our only goal, though. We also strive to create a purple culture that makes our team members excited to come to work every day. We take a holistic approach to our people's well-being, and our culture and benefits are designed to support our people in working the way they like best. We encourage our people to pursue their passions, both in and out of the office. With flexible schedules, continuing education support, and a family-friendly work environment, we've created a culture that allows our team to thrive professionally and personally.
Fearless believes in equal opportunity employment. We won't discriminate against any employee or applicant on the basis of race, gender, nationality, age, religion, disability, military status, or sexual orientation. As a company and as individuals, we're committed to providing an inclusive and welcoming environment for our team, our family members, our clients, our subcontractors, and our vendors.
Fearless Digital Benefits
Benefits Eligibility:
- Full-time team members are eligible for benefits upon beginning employment at Fearless
- Part-time team members are only eligible for 8.75 days of safe & sick leave
- Interns and 1099 team members are not eligible for Fearless benefits
- Life-friendly schedules
- Family-friendly workplace
- We cover 100% of your premium for our medical HSA plan + the deductible portion of HSA contributions, 80% of your premium for our HMO or PPO plans, and offer competitive dependent coverage. We cover 100% of dental and vision premiums for you and your dependents and offer medical and dependent care FSA options. We also offer life insurance, short- and long-term disability coverage, and legal planning and support insurance.
- Tech, education / training, and wellness allowances
- Safe Harbor 401(k) plan with employer contributions (current match = 4%) and immediate vesting
- Referral bonus: Bring your friends If someone you refer is hired, you'll get a bonus of $6-12k
- Total Pet Plan
- Employee Assistance Program
- Up 12 weeks of FMLA paid at 100%
- PTO is provided to team members as a lump sum allowance, not an accrual. PTO is prorated based on your start date (see table below) on a quarterly basis (with tenure-based increases), 8.75 days of sick leave, 11 federal holidays, their birthday (8 hours), up to 15 days for jury duty, and up to 3 days (24 hours) of bereavement leave per eligible instance.
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