Global Senior Contingent Workforce Compliance Manager

Company Description

At Western Digital, we are on a mission to unlock the potential of data so people, companies and organizations everywhere can create what’s next. To fulfill our vision, we are always on the lookout for potential team members who share our passion for solving problems to empower others.

When you join Western Digital, you join a legacy more than 50 years in the making. Across our Western Digital®, SanDisk®, SanDisk® Professional, WD® and WD_BLACK™ brands, we have brought some of the most storied advancements in memory and data storage technology to market—and our best, most innovative work is yet to come.

From energizing gaming platforms, to enabling systems to make cities safer and cars smarter and more connected, to powering the data centers behind many of the world’s biggest companies and public cloud, Western Digital is fueling a brighter, smarter future.

Here’s how you can help.

Job Description

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• The Senior Contingent Workforce Compliance Manager will be responsible for leading the evaluation, optimization, and implementation of sophisticated processes related to the management and utilization of contingent workers within Western Digital.
• This role involves applying advanced analytical skills to identify complex workflow inefficiencies, driving strategic initiatives, and collaborating with cross-functional teams to elevate the management of temporary, contract, and freelance personnel.

Qualifications

REQUIRED:

1. Compliance Oversight:
   • Stay abreast of local, state, and federal labor laws and regulations related to contingent workforce management.
   • Develop and maintain a comprehensive understanding of internal policies and procedures.
2. Policy Development and Implementation:
   • Collaborate with legal, HR, and other relevant departments to develop and update policies related to contingent workforce compliance.
   • Implement and communicate policies to ensure understanding and adherence across the organization.
3. Vendor Management:
   • Evaluate and select third-party staffing agencies and vendors in compliance with organizational standards.
   • Negotiate contracts and service level agreements with vendors, ensuring alignment with compliance requirements.
4. Training and Education:
   • Provide training to internal stakeholders involved in contingent workforce management on compliance policies and procedures.
   • Conduct regular education sessions to keep all relevant parties informed of changes in labor laws affecting contingent workers.
5. Audit and Monitoring:
   • Establish and implement audit processes to regularly assess compliance with contingent workforce policies.
   • Monitor and evaluate vendor performance to ensure adherence to contractual and compliance requirements.
6. Risk Management:
   • Identify and assess potential compliance risks associated with contingent workforce management.
   • Develop and implement risk mitigation strategies to address identified issues.
7. Reporting and Analysis:
   • Generate reports on contingent workforce compliance metrics for leadership and regulatory purposes.
   • Conduct regular analysis to identify trends and areas for improvement in compliance processes.

Additional Information

Western Digital is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the “Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available here: Pay Transparency Nondiscrimination Provision (dol.gov)

Wester