Position Overview

The Director of Labor Compliance is responsible for owning, leading, and continuously strengthening labor and employment compliance across a multi-state home health organization operating in 15+ states. This role exists because labor compliance has reached a scale and complexity that requires full-time, specialized leadership.

This individual will serve as the organization’s subject-matter expert on federal, state, and local employment laws, ensuring policies, pay practices, classifications, onboarding, terminations, and day-to-day employment decisions remain compliant at all times. The role partners closely with HR, Payroll, Operations, Legal Counsel, and Executive Leadership and operates with a proactive, audit-ready mindset.

Key Responsibilities

Multi-State Labor Law Compliance

• Own compliance with all applicable federal, state, and local employment laws, including but not limited to:

  • FLSA, wage and hour, overtime, minimum wage

  • Employee classification (exempt vs. non-exempt; employee vs. contractor)

  • State-specific leave laws (paid sick leave, family leave, pregnancy leave, military leave)

  • Meal and rest break requirements

  • Final pay, pay frequency, and pay statement requirements

• Maintain an active compliance framework for 15+ states, tracking differences and changes by jurisdiction.

Wage & Hour Oversight

• Partner with Payroll and HRIS teams to ensure:

  • Accurate pay practices across states

  • Proper overtime calculations and pay codes

  • Correct handling of on-call time, travel time, training time, and missed breaks

• Lead internal wage and hour audits and corrective actions as needed.

Policy, SOP, & Documentation Management

• Draft, maintain, and update:

  • Employee handbooks (state-specific addenda)

  • Labor-related HR policies and SOPs

  • Compliance matrices and state law trackers

• Ensure policies are consistently implemented across all locations and teams.

Risk Management & Audits

• Proactively identify compliance risks and implement mitigation strategies.

• Prepare the organization for:

  • DOL audits

  • State labor agency audits

  • Internal and external compliance reviews

• Lead responses to labor-related investigations, claims, and agency inquiries in partnership with legal counsel.

Training & Education

• Serve as the internal authority for labor compliance guidance.

• Train HR, Payroll, Operations leaders, and managers on:

  • State-specific labor law requirements

  • Proper timekeeping and pay practices

  • Compliant hiring, discipline, and termination processes

• Translate complex labor laws into clear, actionable guidance for the business.

M&A and Expansion Support

• Support acquisitions, mergers, and new state expansion by:

  • Conducting labor compliance due diligence

  • Identifying gaps, risks, and remediation plans

  • Aligning acquired entities with company compliance standards

Cross-Functional Collaboration

• Partner closely with:

  • HR & Talent Acquisition

  • Payroll & Finance

  • Operations & Clinical Leadership

  • Legal Counsel

• Act as a trusted advisor to leadership on labor-related decisions and strategy.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business, Legal Studies, or related field

• 7+ years of progressive labor and employment compliance experience

• Demonstrated multi-state compliance experience (10+ states strongly preferred)

• Deep working knowledge of:

  • FLSA and wage & hour laws

  • State and local labor law variations

  • Employment classifications and pay practices

• Experience supporting audits, investigations, or agency inquiries

• Strong ability to interpret laws and apply them in real-world operational settings

Preferred

• Experience in home health, healthcare, or highly regulated industries

• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar certification

• Experience supporting M&A activity and rapid growth

• Familiarity with HRIS and payroll systems in multi-state environments

Key Competencies

• Expert-level labor law knowledge

• Exceptionally detail-oriented and risk-aware

• Proactive, not reactive

• Comfortable operating independently and owning a critical function

• Strong written and verbal communication skills

• Ability to influence without authority and partner across departments