Labor & Employment Compliance Manager

Job Description

Summary : The Labor & Employment Compliance Manager oversees the company’s employment compliance program, ensuring that timekeeping, scheduling, payroll, and other standard employment practices meet federal, state, and local requirements. This role manages compliance audits, develops processes, and partners closely with HR, Legal, and Operations. This role pulls and interprets time and attendance data, identifies potential compliance gaps, assists with the development of programs, training, and processes, and provides support for labor and employment matters, escalating complex or legal-sensitive matters to in-house counsel.

Responsibilities :

Process & Program Development

• Partner with HR, Payroll, and Operations to create, update, and implement policies, SOPs, and training related to employment law compliance.
• Recommend and design system enhancements or process improvements to proactively mitigate compliance risks.
• Support rollout and adoption of updated practices across locations.
• Track and report adoption of compliance processes and drive accountability with field leadership.

Data & Compliance Analytics

Labor & Employment Support

Qualifications :

Other Success Factors :

Preferred Qualifications :

Estimated Salary Range :

$95,000 - $130,000 annual base salary

An employee’s pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, travel requirements, revenue-based metrics, any contractual agreements, and business or organizational needs. The range listed is just one component of Great Wolf’s total compensation package. Other rewards may include annual bonuses, a Paid Time Off policy, and other perks.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, and for inquiring about, discussing or disclosing compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.