Carrier is seeking a Talent Acquisition Adjudication Specialist to ensure compliance with employment laws and company policies in the hiring process. The role involves adjudicating background checks, auditing screening processes, and partnering with various departments to uphold governance excellence
Job Summary
This role partners closely with Legal, Employee and Labor Relations, and external vendors to ensure compliance with employment laws, background screening requirements, identity verification standards, and Carrier policies.
The Talent Acquisition Adjudication Specialist plays a critical role in adjudicating background check and identity verification results, auditing screening processes, applying legal standards provided by Carrier’s Legal department, and ensuring fair, consistent, and defensible hiring decisions.
Employees are eligible for benefits, including Health Care Benefits, Retirement Benefits, Time off and Leave, Disability, Life Insurance and Accidental Death and Dismemberment, Tax-Advantaged Accounts, and Tuition Assistance.
Matching Summary
Match Score: 85
Carrier is seeking a Talent Acquisition Adjudication Specialist to ensure compliance with employment laws and company policies in the hiring process. The role involves adjudicating background checks, auditing screening processes, and partnering with various departments to uphold governance excellence.
Salary
Base: $96,000.00 - $192,000.00 annually; Bonus/Equity: Short-term cash incentives; Benefits: Health Care, Retirement, Time off, Disability, Life Insurance, Tax-Advantaged Accounts, Tuition Assistance
Skills & Requirements
Must-have
Adjudicate background check results
Apply legal standards
Ensure regulatory compliance
Partner with Legal department
Nice-to-have
Continuous improvement methods
Provide guidance and education
Manage confidential matters
Key Requirements
Bachelor's degree
5+ years of experience in Compliance, Legal, HR operations, Employee and Labor Relations
Prior paralegal, investigative, or legally adjacent experience
Familiarity with FCRA, adverse action requirements, and general employment law