Additionalinformation

Additional Information

Physical Demands:

• Sit: Must be able to remain in a stationary position - Frequently – 21% to 50%
• Walk: Must be able to move about inside/outside office or work location - Occasionally – up to 20%
• Use hands to finger, handle, or feel: Operates a computer and other office machinery - Frequently – 21% to 50%
• Talk, hear, taste, smell: Must be able to use senses to effectively communicate with co-workers and clients and detect hazardous conditions - Frequently – 21% to 50%

Weight and Force Demands:

• Up to 10 pounds - Occasionally – up to 20%

Working Environment:

• Travels to offsite locations - Occasionally – up to 20%

Rexel USA (A VEVRAA Federal Contractor), and its affiliated companies, is an EEO/Disabled/Veterans employer. All qualified candidates will receive consideration for employment without regard to any characteristics protected by law.

Our Benefits Include:

• Medical, Dental, and Vision Insurance
• Life Insurance
• Short-Term and Long-Term Disability Insurance
• 401K with Employer Match
• Paid vacation and sick time
• Paid company holidays plus flexible personal days per year
• Tuition Reimbursement
• Health & Wellness Programs
• Flexible Spending Accounts
• HSA Accounts
• Commuter Transit Benefits
• Additional Optional Insurance such as Pet Insurance, Legal Assistance, Critical Illness, Home and Auto Insurance to name a few.
• Employee Discount Programs
• Professional Training & Development Programs
• Career Advancement Opportunities – We like to promote from within

Our goal is to create a workplace where everyone feels respected, valued, and empowered to succeed as we understand that our success and innovation is enhanced by an inclusive and diverse workforce. Rexel USA (A VEVRAA Federal Contractor), and its affiliated companies, is an EEO/Disabled/Veterans employer. All qualified candidates will receive consideration for employment without regard to any characteristics protected by law.

Companydescription

Company Description

Rexel USA is one of the largest distributors of electrical products, data communication, wireless communication and related supplies in the United States. Rexel USA operates its electrical distribution business in the United States through eight Regions that go to market under various banner and trade names, including Rexel, Rexel Automation, Gexpro, Mayer, Talley and Platt Electric Supply. In addition to an online store, Rexel USA has a distribution network of over 460 warehouse storefront locations throughout the U.S.

Jobdescription

Job Description

We are looking for a Manager HR Compliance and M&Ato join our Rexel USA team Remotely within the USA!

Summary: The Manager, HR Compliance and M&A will build and run Rexel USA's proactive, multi-state HR compliance program and support the HR side of acquisitions. This role turns federal, state and local employment law into clear requirements, controls and accountable owners across the HR functions that run them, so compliance issues are found and fixed before they become claims. This is a business-facing role. The Manager works directly with HR, operations and business leaders, so strong relationship skills and excellent organization are essential. Compliance is the primary focus, with M&A support that increases during peak periods, such as the first months after the close of acquisitions. The Manager is also a resource for ethics investigations when the VP is not available. Payroll, HRIS, Benefits, HR Operations and regional HR retain ownership of their processes; this role sets standards, coordinates implementation and drives follow-through, in partnership with Legal. What You'll Do:

• Develop and maintain a multi-state HR compliance framework covering federal, state, and local employment law requirements across all jurisdictions where Rexel USA operates.
• Assess and prioritize compliance risks by topic and geography, and recommend annual compliance priorities based on business impact and risk exposure.
• Partner with Payroll, HR Operations, HRIS, Benefits, and regional HR teams to establish clear controls, ownership, and accountability for key compliance requirements.
• Monitor legislative and regulatory changes and lead readiness planning to ensure policies, processes, systems, and communications are updated before effective dates.
• Draft and update HR policies, employee handbook content, and state specific supplements in partnership with HR leadership and Legal.
• Drive corrective action plans related to audits, investigations, and agency inquiries by assigning ownership, tracking progress, and escalating high-risk issues as needed.
• Prepare compliance reporting and dashboards for HR leadership, highlighting key risks, trends, open actions, and progress against priorities.
• Partner with HR and Legal to support the intake, tracking, escalation, and resolution of ethics complaints and employment related matters.
• Conduct workplace investigations, including interviews, documentation review, findings, and recommendations, as appropriate.
• Track investigation outcomes and corrective actions to identify trends, recurring issues, and opportunities for policy, training, or process improvement.
• Serve as a trusted advisor to HR and business leaders by translating legal and regulatory requirements into practical, business friendly guidance.
• Partner with Legal and outside counsel on compliance interpretation, agency audits, and other high risk employment matters.
• Design and deliver compliance training for HR partners, managers, and recruiters on topics such as wage and hour practices, timekeeping, leave administration, and employee classification.
• Support HR due diligence for acquisitions by reviewing compliance-related areas such as employee classification, wage and hour practices, I-9 compliance, leave administration, policies, and state specific obligations.
• Summarize potential risks, integration requirements, and remediation considerations for HR leadership and cross-functional stakeholders.
• Lead the HR compliance workstream for acquisitions, including employee classification transitions, I-9 requirements, policy alignment, required notices and postings, and employee acknowledgments.
• Support broader HR integration efforts during peak periods, including readiness planning, issue tracking, and coordination with regional HR and integration partners.
• Lead post close compliance onboarding activities during the first 30, 60, and 90 days and track outstanding risks through resolution.
• Continuously improve diligence tools, integration templates, and playbooks by capturing lessons learned after each transaction.
• Travel to sites as needed for audits, training, and acquisition-related activities.
• Provide backup support on key compliance and transaction related matters as needed.

Job Duties Disclaimer: The information contained in this job description is intended to describe the essential job functions required of those assigned to this job. It is not intended to be an exhaustive list of all responsibilities, duties, knowledge, skills, and abilities needed to perform the job. Please note that management retains the right to assign or reassign duties and responsibilities to this job at any time. The ability to competently perform all the essential duties of the position, with or without reasonable accommodation, demonstrate commitment to effective customer service delivery, integrity, and the ability to work productively as a member of a team or work group are basic requirements of all positions at Rexel USA.

Qualifications

What You'll Need

• 6+ years of progressive HR experience, including at least 4 years in multi-state employment compliance, HR policy, employee relations, HR audit, or a closely related area
• Experience conducting workplace investigations, including interviews, documentation, and recommendations
• Experience building, enhancing, or managing compliance programs, requirements frameworks, or internal controls
• Experience partnering with in-house Legal teams and outside employment counsel
• Experience supporting HR due diligence and integration activities for acquisitions
• Experience supporting large hourly, multi-site employee populations
• Experience in distribution, industrial, manufacturing, or other complex multi-state operating environments
• HR certification (SHRM-CP/SCP, PHR/SPHR) a plus.
• 4 Year / Bachelor's Degree - Required
• Human Resources, Business, Law or a related field

Knowledge, Skills & Abilities

• Strong knowledge of multi-state employment law, including wage and hour, leave and accommodation, Form I-9, pay transparency, and related compliance obligations
• Strong understanding of federal employment laws, including the Fair Labor Standards Act and Family and Medical Leave Act
• Deep knowledge of California wage and hour requirements strongly preferred
• Strong judgment, analytical thinking, and problem-solving skills
• Excellent interpersonal and relationship-building skills, with the ability to influence across functions and levels
• Strong written and verbal communication skills, including the ability to present complex requirements clearly and practically
• Proven ability to manage multiple priorities, deadlines, and stakeholders in a fast-paced environment
• Familiarity with HRIS, payroll, and timekeeping systems such as Workday, ADP, and UKG
• Ability and willingness to travel up to 20%