Senior Workforce Governance Program Manager

About the role

We're looking for an experienced workforce governance and employment compliance practitioner to own workforce governance, employment compliance, and regulatory risk programs across the People organization. This is a hands-on, high-ownership individual contributor role within the People team. You'll partner closely with Legal and People functions including People Operations, Compensation, Benefits, Payroll, Recruiting, Global Mobility and People Analytics, providing governance, compliance, and control oversight across these areas rather than directly owning the underlying programs. You will design and operate the frameworks, standards, and controls that ensure the company meets its workforce-related legal, regulatory, contractual, and policy obligations. If you've built and operated workforce governance, employment compliance, HR compliance, or regulatory programs and understand the difference between owning a program and supporting one, we'd love to talk with you. What You'll Be Working On: Workforce Classification and Governance: Maintain enterprise standards and decision frameworks for worker classification across employee, contractor, fixed-term, EOR, contingent, safety-sensitive, and MVR-required populations. Conduct audits, monitor compliance, and drive remediation. Partner with Legal and Procurement on contingent workforce compliance. I-9 and Employment Eligibility: Own the company's I-9 and E-Verify program end-to-end, including vendor management, training, record retention, internal audits, and regulatory compliance. Background Screening and Adverse Action: Own governance, standards, and compliance oversight for pre-employment screening including criminal, employment and education verification, sanctions, MVR, and financial credit checks where applicable. Build and maintain adjudication frameworks, adverse action processes, and audit readiness. Drug and Alcohol Testing: In partnership with People Operations and Employee Relations, own program administration, eligibility rules, vendor management, recordkeeping, and compliance with regulatory, contractual, and safety requirements. Customer and Contractual Workforce Compliance: Partner with Legal, Sales, Operations, and Security to implement and monitor workforce obligations embedded in customer contracts, including background requirements, drug testing, and site access. Regulatory Filings and Employment Compliance: Coordinate EEO-1, VETS-4212, California Pay Data reporting, pay transparency, labor law postings, and other jurisdictional obligations. Monitor federal, state, local, and international employment law developments and translate changes into operational workflows. Leave Law Compliance Partnership: Partner with Benefits and Legal to ensure leave programs meet federal, state, and local requirements across FMLA, ADA, and applicable state and local leave laws. This role does not administer leave, but owns the compliance framework: ensuring policies reflect current legal requirements, that leave-related processes have appropriate controls, and that the organization maintains audit-ready documentation and practices across all jurisdictions where we operate. Pay Equity, Wage and Hour, and Compensation Compliance Partnership: Partner with Compensation, Payroll, and Legal to maintain governance standards around pay equity, wage and hour obligations, and compensation compliance. This includes supporting pay equity analysis frameworks, ensuring exempt/non-exempt classification decisions are documented and defensible, and monitoring developments in wage and hour law across operating jurisdictions. Compensation owns pay decisions and Payroll owns wage and hour operations; this role owns the compliance oversight layer, ensuring risks are identified, controls are in place, and