Title: HR Compliance Manager Location: New York, NY, United States Job Description: About Us Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally. The Role We’re looking for a proactive and detail-driven HR Compliance Manager to join our team. In this role, you’ll ensure our people practices are fair, consistent, and compliant with federal, state, and local and international employment laws. This is a great opportunity for someone who thrives on building structure, staying ahead of regulatory changes, and balancing risk management with a great employee experience. What You’ll Do - Lead and oversee our background check program—manage vendor relationships, design packages, partner with each operating company on business process documentation and escalation procedures, and ensure compliance with FCRA, EEOC, and state/local requirements - Manage I-9 compliance and related process improvements to ensure accurate documentation and ongoing audit readiness - Partner with HR, Legal, and Talent Acquisition to apply compliance standards throughout the employee lifecycle—from hiring to offboarding - Oversee employment law compliance across areas such as leaves, salary transparency, notice requirements, and recordkeeping, ensuring timely policy and training updates - Partner with Legal on the development and maintenance of domestic and international employment policies, including for Canada, Australia, and France - Support reviews and audits of restrictive covenant agreements and employee offboarding protocols to ensure consistency and legal compliance - Collaborate with Payroll and HR Operations to maintain compliance with pay, tax, and reporting obligations - Conduct internal audits and maintain accurate records to reduce risk and support reporting requirements - Act as a trusted advisor to HR and business leaders, fostering understanding and accountability around compliance practices. - Drive initiatives that make compliance not just a requirement, but part of our culture of fairness and integrity What We’re Looking For - 5+ years of HR compliance, employee relations, or background screening experience - Strong knowledge of U.S. employment laws and background check regulations (FCRA, EEOC, ban-the-box laws, etc.) - Experience working with third-party background screening vendors - A collaborative partner who can balance compliance requirements with business needs - Excellent judgment, attention to detail, and ability to explain complex rules in plain language Bonus Points - HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) - Experience in a multi-state or global organization - Familiarity with Oracle HR systems (HRIS, ATS, compliance tracking tools) Achieving our goals requires strong collaboration and partnership between our teams and our internal stakeholders. To best support this, the person who accepts this role is expected to be on site, in office four days per week. To provide our employees with flexibility, we offer a unique benefit where employees at Fanatics' corporate entity can work remotely for up to four weeks per year, which can be taken in daily or weekly increments. The salary range represents base pay only and does not include short-term or long-term incentive compensation. When determining base pay as part of a final compensation package, we consider several factors such as location, experience, qualifications, and training. For information about our benefits, please visit https://benefitsatfanatics.com/ Salary Range $130,000 - $150,000 USD By submitting your application, you agree to our terms of service and acknowledge you have read our Candidate Privacy Policy.

Role Description Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together. You’ll enjoy the flexibility to work remotely from anywhere within the U.S. as you take on some tough challenges. - Serve as a strategic thought partner to leadership on workforce climate, employee engagement risks, labor stability, and union relations matters across assigned business segments. - Develop and lead an enterprise labor relations strategy that balances proactive workforce engagement, leader preparedness, labor risk mitigation, and union relations priorities aligned with business objectives and organizational risk tolerance. - Lead proactive labor relations programs, including toolkits, training, communications, sentiment insights, and governance mechanisms, ensuring consistent adoption while enabling business-specific application. - Provide strategic guidance to senior leaders, People Team partners, and operational leaders on collective bargaining strategy, contract administration, interpretation, grievance trends, and broader labor risk mitigation. - Lead enterprise readiness and response to union organizing activity and election campaigns, ensuring lawful, coordinated, and effective engagement strategies in compliance with labor law and NLRB regulations. - Establish governance, reporting, escalation, and compliance frameworks to ensure consistent execution of both proactive labor relations and union relations activities across the enterprise. - Build leader and team capability through coaching, simulations, training, and change support related to labor strategy, campaign preparedness, contract application, and labor-management relationship effectiveness. - Lead and develop a consultative team, overseeing portfolio prioritization, resourcing, execution quality, and knowledge transfer while supporting major labor initiatives, disputes, and enterprise change efforts. - Lead collective bargaining strategy across assigned business segments including preparation of materials, negotiation and contract administration, serving as chief spokesperson or executive advisor during negotiations. - Ensure consistent interpretation and application of collective bargaining agreements and provide oversight of grievances, arbitrations and disputes. Qualifications - 10+ years of progressive experience in labor relations, employee relations, union relations, or related roles in large, matrixed organizations or health systems. - Proven solid knowledge of labor law, including the NLRA and NLRB regulations, with experience in campaign preparedness, manager enablement, and labor risk mitigation. - Demonstrated success designing and deploying large-scale proactive labor relations programs, change initiatives, and enterprise governance frameworks. - Proven ability to negotiate, influence, and build trusted relationships at all levels, including senior leaders, cross-functional partners, and union stakeholders. - Proven excellent communication, presentation, facilitation, and executive influence skills, with the ability to translate labor insights into actionable business strategies. - Driver’s License and access to reliable transportation. Preferred Qualifications - Healthcare experience. - Direct experience with collective bargaining strategy, contract interpretation, grievances, arbitrations, and serving as campaign manager during union election campaigns. Requirements - All employees working remotely will be required to adhere to UnitedHealth Group’s Telecommuter Policy. Benefits - Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. - In addition to your salary, we offer benefits such as a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). - No matter where or when you begin a career with us, you’ll find a far-reaching choice of benefits and incentives. - The salary for this role will range from $134,600 to $230,800 annually based on full-time employment. - We comply with all minimum wage laws as applicable. Application Deadline - This will be posted for a minimum of 2 business days or until a sufficient candidate pool has been collected. - Job posting may come down early due to volume of applicants.

HR Business Partner – Great Lakes Location: Remote (Great Lakes Region – Ideally located in Michigan, Ohio, Indiana, Pennsylvania, or nearby Eastern or Central Time Zone states)Remote Work Arrangement: Remote (Field-Based) Employment Type: Full-time Salary: $75,000–$85,000 USD per year (with potential growth up to $90,000 based on performance, tenure, and responsibilities) Travel: Yes – Some travel within the supported region. The HR Business Partner will work cohesively with the Zone Vice President and District Managers in all aspects of the employee life cycle, executing the Talent Management strategy at the store and multi-unit leadership level. The goals of this strategic partnership are to achieve business outcomes and performance metrics within the region and districts. The HRBP is a strategic talent planning partner, a trusted advisor, and a champion of development and change. These outcomes require a deep understanding of both culture and business analytics, along with the ability to model superior service to build successful partnerships. What You'll Do | Key Accountabilities • Inform and drive the HR strategy for the region, aligning HR initiatives with business goals and region priorities. • Lead the communication and implementation of Talent Management initiatives with multi-unit and store leaders. • Guide workforce planning, capability assessment and development, and succession planning. • Develop strategy with leadership to address opportunities for employee development and career pathing. • Identify critical factors that impact turnover and engagement. Formulate plans and provide guidance to effectuate positive change. • Lead complex employment matters, investigations, and dispute resolution. • Coach and empower store leadership to manage disciplinary actions consistently and fairly. • Document employee concerns, interviews, and investigations promptly, thoroughly and accurately including but not limited to disciplinary documentation resulting from performance management concerns and internal investigations. • Maintain a strong presence across store locations including regularly attend regional and store-level meetings to stay informed and engaged. • Provide Human Resources training when necessary, including both one on one training and larger group training. • Additional duties as assigned. What You'll Bring | Skills & Experience • Bachelor's degree in human resources, business management or related field • At least 3+ years' experience in the above-mentioned Human Resources functions. • Internal applicants must have multi-unit management experience. • Excellent written and verbal communication skills and interpersonal skills. • Must possess sound judgment and critical thinking skills, ability to manage multiple priorities and administer broad range of tasks. • Demonstrated success management of multiple projects and competing priorities while balancing the needs for quality with meeting deadlines. • Detail oriented with strong organizational skills; evidence of self-motivation; demonstrated ability to plan, schedule and work both independently and in teams within a service-oriented organization. • Demonstrated ability to use technology (i.e. Excel, PowerPoint, Word, HRIS systems and internet) to gather, interpret, organize and present data. Please note that you do not need to qualify for all requirements to be considered. We encourage you to apply if you can meet most of the requirements and are comfortable opening a dialog to be considered. Work Environment, Physical & Mental Demands • Ability to sit and work at a computer keyboard for extended periods of time • Ability to stoop, kneel, bend at the waist, and reach daily • Able to lift and move up to 25 pounds occasionally • Must utilize visual acuity, speech and hearing, hand and eye coordination and manual dexterity necessary to operate a computer and office equipment • 40 hours per week regularly, must be flexible to accommodate multiple time zones. • This is a remote position, ideally located within the market they support (Michigan, Ohio, Indiana, Pennsylvania or nearby states in the eastern or central time zone). • Some travel may be required Benefits This role is eligible for healthcare including medical, dental and vision, retirement savings (401k with a company match), income protection programs such as life, accident and disability insurance, paid time off for sick leave, vacation, bereavement, jury duty, and holidays, wellbeing program, commuter, adoption assistance, education assistance, legal services, and employee merchandise discounts. For more detailed information go Tailoredbrands.com/working-here/people-culture. Work-Life Balance We understand the demands of work, school, family, and personal responsibilities. Through our work-life resources and programs we offer services for every stage of life to help you manage the day-to-day needs. We offer programs such as: • Meeting-Free Fridays (encouraged) | so you can catch up on work and self-development • Summer Fridays | from Memorial Day to Labor Day so you can enjoy a head-start to the weekend • Holiday Early Departure | close out early the business day before a company observed holiday The starting salary for this position is $75,000-$85,000. Actual compensation within this range will be determined based on factors such as skills, experience, and qualifications. Over time, and subject to performance, tenure, and evolving responsibilities, total compensation for this role may grow to as much as $90,000. Base pay information is based on market location and may be subject to prevailing wage laws, if applicable. Note: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge

Role Description The Senior Consultant – HR Advisory is a client-facing, consulting-led role focused on advising organizations on talent acquisition strategy, service design, operating model optimization, and supporting technology enablement. The role is advisory and outcomes-focused, emphasizing problem definition, solution design, and executive decision support rather than hands-on technical configuration. You will work directly with senior HR and Talent leaders to assess current-state processes, identify opportunities for improvement, and design scalable future-state models that balance people, process, and technology. This role requires strong consulting discipline, structured thinking, and confidence engaging with senior stakeholders. Key Responsibilities - Client Advisory & Consulting Delivery - Act as a senior client-facing consultant across advisory engagements, supporting projects from initiation through delivery and closure. - Apply structured consulting problem-solving to diagnose business challenges and design practical, value-driven solutions. - Lead discovery, assessment, and solution design activities across talent acquisition processes and services. - Prepare and deliver executive-ready insights, recommendations, and decision materials for senior HR and business leaders. - HR / Talent Acquisition Strategy & Service Design - Assess end-to-end HR and talent acquisition processes, operating models, and service delivery effectiveness. - Design future-state models aligned to business strategy, scale, and candidate experience goals. - Advise on workforce segmentation, enablement, and service optimization opportunities. - Build clear, actionable roadmaps spanning people, process, capability, and technology improvements. - Research, Analysis & Design Thinking - Conduct qualitative and quantitative research including interviews, workshops, surveys, and document reviews. - Develop current-state and future-state artifacts such as process maps, journey maps, and service blueprints. - Apply design thinking techniques to understand user needs and define experience-led solutions. - Translate complex findings into clear, business-relevant insights. - Technology Enablement Advisory - In partnership with the QWA project team and Technology Consultant, advise on the role of technology across the talent acquisition lifecycle, including HRIS, ATS, CRM, Agentic/AI, automation, and experience platforms. - Recommend optimization of existing systems or introduction of new tools as part of a broader TA strategy. - Act as a bridge between business needs and technical considerations, partnering with specialists where required. - Practice Development & Growth - Contribute to the development of QWA intellectual property including methodologies, playbooks, and toolkits. - Stay current on market trends, talent technology innovations, and leading practices. - Identify opportunities to support clients through additional advisory services and program expansion. Qualifications - 6+ years of experience in management consulting, HR advisory, talent acquisition, or related domains. - Demonstrated client-facing experience leading discovery, workshops, and solution design engagements. - Strong understanding of talent acquisition operations, practices, and enabling technologies. - Experience working in complex, multi-stakeholder environments. - Bachelor’s degree required; advanced degree or design thinking training preferred. - Willingness to travel up to 25%. Core Skills & Capabilities - Strong advisory and consulting skills with executive-level presence. - Ability to translate complex workforce challenges into structured, practical solutions. - Experience producing high-quality, executive-ready deliverables. - Solid understanding of emerging talent technologies and market trends. - Proven ability to work independently while collaborating within multi-disciplinary teams. Additional Information - Pay Transparency: This role pays between $50-90/hour depending on experience. - At AGS, we recognize our people are our strength. We are an equal opportunity (M/F/Disability/Veterans) and consider all applications without regard to race, gender, sexual orientation, gender identity, age, color, religion, national origin, veteran status, disability, genetic information or any other status protected by applicable law. - If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email for accommodation options. - In accordance with the Immigration Reform and Control Act of 1986, employment is contingent upon verification of identity and authorization to work in the United States.