Remote Compliance Program Manager Jobs
Remote compliance program manager jobs are open across the U.S. at remote-first firms, distributed financial services companies, and healthcare and tech organizations building out compliance functions without geographic constraints. Employers hiring remotely right now include JBS INTERNATIONAL, Rula, and Zillow. Find a role that fits below and apply directly.
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Showing 5 of 21+ Remote Compliance Program Manager jobs
Description
- We support a healthy work/life balance by offering flexible/alternative work schedules and mobile and telework options. (Depending on job duties and work location.)
- We have an Infant at Work Program that is based on long-term values of newborns and infant-parent bonding. Eligible employees who are new parents or legal guardians can bring their infant (six weeks to six months) when returning to work. (Depending on job duties and work location.)
- We value and are actively involved in promoting diversity, equity and inclusion within OSPI by way of cross-divisional, collaborative committee. The focus of the committee includes employee engagement and education; reinforcing OSPI values; and maximizing the value of diversity and identifying strategies for inclusion.
Vision: All students prepared for post-secondary pathways, careers, and civic engagement.
Mission: Transform K-12 education to a system that is centered on closing opportunity gaps and is characterized by high expectations for all students and educators. We achieve this by developing equity-based policies and supports that empower educators, families, and communities.
- Goes beyond equality; it requires education leaders to examine the ways current policies and practices result in disparate outcomes for our students of color, students living in poverty, students receiving special education and English Learner services, students who identify as LGBTQ+, and highly mobile student populations.
- Requires education leaders to develop an understanding of historical contexts; engage students, families, and community representatives as partners in decision-making; and actively dismantle systemic barriers, replacing them with policies and practices that ensure all students have access to the instruction and support they need to succeed in our schools.
Key Responsibilities
- Provide technical assistance, information, and resources regarding civil rights requirements in a professional, legally accurate, and approachable manner to schools, parents, advocates, and other interested parties.
- Respond to allegations and complaints of discrimination by students, parents, employees, and others; investigate complaints; and facilitate resolutions.
- Coordinate and conduct monitoring of K–12 school compliance with state and federal civil rights laws through compliance reviews, including some on-site reviews, and other methods as needed. Identify issues of noncompliance, outline corrective actions, and monitor outcomes to ensure that schools comply with any required corrective actions.
- Identify, research, and analyze potential discriminatory policies, procedures, and practices in the K–12 sector, including researching and analyzing state and federal nondiscrimination statutes, regulations, guidance, and case law.
- Design and lead trainings for schools, parents, advocates, and other stakeholders regarding civil rights, school district responsibilities, complaint procedures, and OSPI services.
- Design and prepare guidance, bulletins, reports, tools, and other resources that support the work of the Equity and Civil Rights Office.
- Collaborate and consult with state and federal agencies, professional and advocacy organizations, and other OSPI departments.
Required Qualifications:
- Law degree from an accredited law school OR
- Bachelor’s degree or higher in K–12 education, public administration, law, or related field, and three years of experience in investigations or legal analysis (preferably in civil rights)
- Must reside in the state of Washington
- Ability to travel statewide
- The selected candidate will be expected to work from the Olympia office at least two days per month.
- Experience conducting investigations, including investigation planning, conducting interviews, legal analysis, and report writing
- Experience working in the K–12 education system and knowledge of OSPI's role
- Knowledge of state and federal nondiscrimination laws and regulations, and understanding of civil rights issues affecting school districts
- Ability to analyze complex problems and legal issues and develop practical solutions
- Excellent oral and written communication skills, including the ability to deliver technical and legal information clearly and concisely in writing and verbally in both formal and informal settings, including public speaking
- Experience in active listening and responding to parent and student concerns or complaints, preferably regarding issues of discrimination, equal access, or disability (Section 504 or special education)
- Experience communicating legal concepts to a range of individuals (such as parents, youth, and school professionals) in writing, by phone, and in person
- Knowledge of mediation, conflict resolution, or alternative dispute resolution skills
- Knowledge and experience in effective program planning, and in developing training programs
- Strong skills in the use of technology for presentations, data collection, and communication
- Knowledge of the responsibilities of state education agencies and the roles and responsibilities of other agencies
- The ability to work independently and in a team setting
The annual compensation for the position is $84,679 - $99,622 per year and depends upon experience, educational background and qualifications. Geographic differentials may be applied based on work location of successful candidate. Washington State offers a generous benefit package including health, dental and life insurance, retirement and an optional deferred compensation program. Please visit Health Care Authority for information regarding health benefits and the Department of Retirement Systems for retirement plan information. This is a Washington Management Position. This position is not represented by a bargaining unit.
- A letter of interest specifically addressing the qualifications listed in this announcement;
- A current résumé, and; A list of three or more professional references.
600 Washington Street Southeast
Olympia, Washington 98504-7200
Persons needing accommodation in the application process or this announcement in an alternative format may contact the Human Resources Office at (360) 725-6270 or (360) 725-6066, or e-mail hroffice@k12.wa.us.
More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
Description
- We support a healthy work/life balance by offering flexible/alternative work schedules and mobile and telework options. (Depending on job duties and work location.)
- We have an Infant at Work Program that is based on long-term values of newborns and infant-parent bonding. Eligible employees who are new parents or legal guardians can bring their infant (six weeks to six months) when returning to work. (Depending on job duties and work location.)
- We value and are actively involved in promoting diversity, equity and inclusion within OSPI by way of cross-divisional, collaborative committee. The focus of the committee includes employee engagement and education; reinforcing OSPI values; and maximizing the value of diversity and identifying strategies for inclusion.
Vision: All students prepared for post-secondary pathways, careers, and civic engagement.
Mission: Transform K-12 education to a system that is centered on closing opportunity gaps and is characterized by high expectations for all students and educators. We achieve this by developing equity-based policies and supports that empower educators, families, and communities.
- Goes beyond equality; it requires education leaders to examine the ways current policies and practices result in disparate outcomes for our students of color, students living in poverty, students receiving special education and English Learner services, students who identify as LGBTQ+, and highly mobile student populations.
- Requires education leaders to develop an understanding of historical contexts; engage students, families, and community representatives as partners in decision-making; and actively dismantle systemic barriers, replacing them with policies and practices that ensure all students have access to the instruction and support they need to succeed in our schools.
Key Responsibilities
- Provide technical assistance, information, and resources regarding civil rights requirements in a professional, legally accurate, and approachable manner to schools, parents, advocates, and other interested parties.
- Respond to allegations and complaints of discrimination by students, parents, employees, and others; investigate complaints; and facilitate resolutions.
- Coordinate and conduct monitoring of K–12 school compliance with state and federal civil rights laws through compliance reviews, including some on-site reviews, and other methods as needed. Identify issues of noncompliance, outline corrective actions, and monitor outcomes to ensure that schools comply with any required corrective actions.
- Identify, research, and analyze potential discriminatory policies, procedures, and practices in the K–12 sector, including researching and analyzing state and federal nondiscrimination statutes, regulations, guidance, and case law.
- Design and lead trainings for schools, parents, advocates, and other stakeholders regarding civil rights, school district responsibilities, complaint procedures, and OSPI services.
- Design and prepare guidance, bulletins, reports, tools, and other resources that support the work of the Equity and Civil Rights Office.
- Collaborate and consult with state and federal agencies, professional and advocacy organizations, and other OSPI departments.
Required Qualifications:
- Law degree from an accredited law school OR
- Bachelor’s degree or higher in K–12 education, public administration, law, or related field, and three years of experience in investigations or legal analysis (preferably in civil rights)
- Must reside in the state of Washington
- Ability to travel statewide
- The selected candidate will be expected to work from the Olympia office at least two days per month.
- Experience conducting investigations, including investigation planning, conducting interviews, legal analysis, and report writing
- Experience working in the K–12 education system and knowledge of OSPI's role
- Knowledge of state and federal nondiscrimination laws and regulations, and understanding of civil rights issues affecting school districts
- Ability to analyze complex problems and legal issues and develop practical solutions
- Excellent oral and written communication skills, including the ability to deliver technical and legal information clearly and concisely in writing and verbally in both formal and informal settings, including public speaking
- Experience in active listening and responding to parent and student concerns or complaints, preferably regarding issues of discrimination, equal access, or disability (Section 504 or special education)
- Experience communicating legal concepts to a range of individuals (such as parents, youth, and school professionals) in writing, by phone, and in person
- Knowledge of mediation, conflict resolution, or alternative dispute resolution skills
- Knowledge and experience in effective program planning, and in developing training programs
- Strong skills in the use of technology for presentations, data collection, and communication
- Knowledge of the responsibilities of state education agencies and the roles and responsibilities of other agencies
- The ability to work independently and in a team setting
The annual compensation for the position is $84,679 - $99,622 per year and depends upon experience, educational background and qualifications. Geographic differentials may be applied based on work location of successful candidate. Washington State offers a generous benefit package including health, dental and life insurance, retirement and an optional deferred compensation program. Please visit Health Care Authority for information regarding health benefits and the Department of Retirement Systems for retirement plan information. This is a Washington Management Position. This position is not represented by a bargaining unit.
- A letter of interest specifically addressing the qualifications listed in this announcement;
- A current résumé, and; A list of three or more professional references.
600 Washington Street Southeast
Olympia, Washington 98504-7200
Persons needing accommodation in the application process or this announcement in an alternative format may contact the Human Resources Office at (360) 725-6270 or (360) 725-6066, or e-mail hroffice@k12.wa.us.
More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
See All 21 Remote Compliance Program Manager Jobs
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Find JobsRemote Compliance Program Manager Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Healthcare & Medical Services
What Employers Look For
The qualifications that appear most often in remote compliance program manager jobs.
- 5 or more years of experience designing or managing compliance programs
- Deep knowledge of at least one regulatory framework such as SOX, HIPAA, or BSA
- Experience conducting internal audits, risk assessments, or regulatory examinations
- Relevant certification such as CCEP, CHC, CRCM, or CAMS preferred or required
- Bachelor's degree in law, business, finance, or a related field
- Proficiency with GRC platforms such as RSA Archer, MetricStream, or ServiceNow
Tips for Your Remote Compliance Program Manager Job Search
Apply early to remote roles that fit
Migrate Mate lists remote compliance program manager openings from across the U.S. in one place, so you can find roles that match your background and apply directly without sorting through unrelated postings.
Show async communication in your application
Remote compliance program managers coordinate across distributed teams almost entirely in writing. Use your cover letter and work samples to demonstrate that you can write clear, well-structured policy memos, project updates, and escalation summaries without back-and-forth.
Highlight GRC tools you have used
Remote employers hiring for compliance program managers prioritize candidates who can operate platforms like Workiva, ServiceNow GRC, or LogicGate without onsite training. Name the specific tools you have used and describe what you built or managed inside them.
Prepare for a remote-only interview process
Remote compliance program manager interviews often include a take-home scenario or written exercise, not just a video call. Practice explaining how you have structured a compliance program, tracked remediation, or reported to a board in writing, since that is how you will be evaluated.
Remote Compliance Program Manager Jobs: Frequently Asked Questions
How do I get a remote compliance program manager job?
Target remote-first companies and distributed teams in regulated industries like fintech, healthtech, and insurance, where compliance functions are built to operate without a central office. Remote employers screen hard for self-direction, precise written communication, and the ability to manage cross-functional projects asynchronously. Showing documented program outcomes, familiarity with GRC platforms, and experience coordinating across time zones gives you a clear edge.
Which companies hire remote compliance program managers?
Employers currently hiring remote compliance program managers include JBS INTERNATIONAL, Rula, and Zillow, per current remote listings on Migrate Mate as of September 2026. Remote-first firms, distributed financial services teams, and healthcare technology companies make up a significant share of demand for this role.
Can you get a remote compliance program manager job with no experience?
Yes, but remote entry-level compliance program manager roles are harder to land because employers expect you to manage projects and escalate issues independently from day one. Remote-first startups in fintech and healthtech are more likely to take a chance on candidates who can show completed compliance projects, relevant certifications like CCEP or CRCM, and a portfolio of written process documentation that demonstrates what you can deliver without supervision.
Do you need a degree for remote compliance program manager jobs?
Not always. Many remote employers value demonstrated program management experience, hands-on work with GRC tools, and a record of designing or running compliance initiatives over a specific degree. Certifications such as CCEP, PMP, or CRCM carry real weight in remote hiring, particularly when your application materials make your results concrete and easy to evaluate without an in-person interview.
Which industries hire the most remote compliance program managers?
Remote compliance program manager roles concentrate in Technology & Software and Healthcare & Medical Services, based on current remote listings on Migrate Mate as of September 2026. Those sectors hire compliance program managers remotely because their regulatory obligations are documented and process-driven, making the work well-suited to distributed teams operating across multiple jurisdictions.
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