Employment Fraud Manager

The Employment Fraud Risk Lead / Manager is a recognized subject matter expert responsible for establishing and leading a dedicated enterprise capability for the prevention, detection, escalation, response, reporting, and ongoing mitigation of employment-related fraud.

This role provides a single point of accountability within the People Organization for employment fraud risk, establishes operational plans and standards for the job area, and moves the organization from a primarily reactive approach to a sustained, coordinated, and proactive risk management model

The Employment Fraud Risk Lead will lead and partner across the People Organization—including Talent Acquisition, Employee Relations, Onboarding, and People Business Partners—as well as Legal, Compliance, Ethics, IT Security, Operations, third-party vendors, and other relevant stakeholders. The role will develop and implement scalable processes, controls, governance, and reporting that impact functional results; drive consistent adoption across geographies; and communicate risk insights, recommendations, and program performance to leadership.

What will be my duties and responsibilities in this job?

• •Own the global enterprise strategy and operational plan for employment fraud prevention, detection, escalation, response, mitigation, and remediation, with accountability for functional outcomes.
• •Serve as the recognized enterprise subject matter expert and primary point of accountability for employment fraud risk across the People Organization, applying advanced expertise to resolve difficult and complex issues.
• •Establish, implement, and continuously improve the enterprise employment fraud risk framework, including operational standards, governance, roles and responsibilities, escalation pathways, and decision-making standards that influence functional results.
• •Manage and coordinate suspected employment fraud escalations from recruiters, hiring managers, onboarding teams, Employee Relations, People Business Partners, and other stakeholders.
• •Develop and maintain employment fraud policies, procedures, risk registers, red-flag frameworks, response playbooks, escalation protocols, and decisioning standards.
• •Identify and assess fraud vulnerabilities across the candidate and employee lifecycle and recommend preventive and detective control enhancements.
• •Partner with Talent Acquisition on candidate fraud indicators, identity verification, screening controls, and emerging recruitment-related fraud risks.
• •Collaborate with IT Security on identity-related risks, suspicious activity, digital anomalies, and technology-enabled fraud detection.
• •Coordinate complex or high-risk matters with Legal, Compliance, Ethics, Employee Relations, Operations, and other relevant functions.
• •Support appropriate engagement with external stakeholders, including third-party vendors and law enforcement agencies.
• •Establish centralized tracking of suspected and confirmed employment fraud attempts, incidents, trends, outcomes, and remediation activities.
• •Develop metrics and key risk indicators to monitor fraud exposure, control effectiveness, response performance, and emerging risks.
• •Conduct or support root-cause analysis following significant incidents and ensure identified control improvements are implemented and sustained.
• •Monitor emerging employment fraud trends, typologies, technologies, and methods used to circumvent recruitment, identity verification, and onboarding controls.
• •Translate fraud intelligence, incident learnings, and threat trends into new or enhanced processes, controls, standards, training, and operating practices, and lead implementation across relevant functions.
• •Prepare clear, concise, executive-ready reporting on employment fraud risks, trends, incidents, control performance, and remediation activities.
• •Advise and provide periodic updates to senior leadership and relevant governance forums, presenting risk implications, recommendations, trade-offs, and progress against operational plans.
• •Drive consistent adoption of employment fraud standards and controls across geographies while accounting for local legal, regulatory, privacy, and operational requirements.
• •Develop guidance, awareness materials, and training to enable People teams, hiring managers, and other stakeholders to recognize and appropriately escalate potential employment fraud.
• •Establish sustainable governance, performance review, and continuous-improvement mechanisms to ensure the employment fraud risk program evolves with changing threats and business needs.

What are the requirements needed for this position?

• •10+ years of progressive professional work experience in HR, Risk, Compliance or similar roles.
• •5+ years of advanced professional knowledge and significant relevant experience in one or more disciplines such as fraud risk management, investigations, compliance, employee relations, corporate security, risk management, cybersecurity, internal controls, or human resources.

Demonstrated experience managing sensitive investigations, fraud matters, risk events, or complex escalations involving multiple stakeholders.

Strong understanding of fraud risk assessment, control design, root-cause analysis, remediation, and governance principles.

5+ years of implementing Enterprise HR Solutions. Strong organizational and program management skills, including the ability to lead large or complex cross-functional initiatives with limited oversight, manage multiple priorities, and drive actions through completion.

Demonstrated ability to establish operational plans and develop and implement new processes, controls, standards, playbooks, escalation protocols, and decision-making frameworks that impact functional results.

Strong analytical and investigative skills, with the ability to identify patterns, anomalies, emerging risks, and systemic control weaknesses.

Demonstrated ability to work effectively across organizational boundaries and influence stakeholders without direct authority.

Strong judgment and the ability to make balanced, defensible decisions in sensitive, complex, or ambiguous situations.

Strong written and verbal communication skills, including the ability to translate complex fraud and risk matters into clear, actionable recommendations.

Ability to prepare concise, executive-level reporting and communicate effectively with senior leaders.

Ability to handle confidential employee, candidate, investigative, and organizational information with appropriate discretion and integrity.

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What other skills/experience would be helpful to have?

Experience developing, implementing, or leading an enterprise fraud prevention, investigation, risk, or control framework within a complex organization.

Experience working within or closely partnering with Talent Acquisition, Human Resources/People, Legal, Compliance, Ethics, Employee Relations, Corporate Security, or IT Security functions.

Experience operating within a global organization and implementing risk or control frameworks across multiple jurisdictions.

Knowledge of candidate identity fraud, employment fraud, recruitment fraud, social engineering, digital fraud, or related emerging threats.

Familiarity with identity verification, background screening, candidate authentication, anomaly detection, or other fraud prevention technologies.

Experience working with third-party vendors responsible for recruiting, background screening, identity verification, onboarding, or related services.

Experience engaging with law enforcement, external investigators, regulatory authorities, or other external stakeholders in connection with fraud matters.

Experience developing key risk indicators, dashboards, management reporting, or other mechanisms for measuring fraud trends and control effectiveness.

Knowledge of relevant privacy, employment, data protection, and regulatory considerations associate