HR compliance is harder because employers must navigate overlapping federal, state, city, and county rules while managing risks created by AI and remote work. Exposure often begins with basic processes companies assume are handled.
In this episode, Jeremy Mancheski, Founder and CEO of OutSolve, explains how HR compliance has evolved since 1998 and why technology has not eliminated the need for experienced human oversight.
The shift from paper records to HR systems changed compliance, but critical processes remain stuck between both worlds. Many employers still rely on paper I-9 forms, inconsistent storage, and outdated retention practices.
Remote work adds risk. Each state, city, and county may impose different posting, pay transparency, reporting, and employment requirements.
AI may improve efficiency, but employers remain responsible for understanding automated hiring decisions, potential bias, and accountability for unlawful outcomes.
Some of the most overlooked problems are also the easiest to fix. Outdated workplace posters, incomplete I-9s, missing documentation, and inconsistent processes can signal broader weaknesses before an audit, claim, or enforcement action occurs.
Proactive compliance requires reviewing the fundamentals, tracking every jurisdiction, preserving required data, and assigning clear ownership. Technology supports that work, but specialists interpret changing requirements.
Key Takeaways
➡️ HR compliance is now a multijurisdictional challenge. Federal rules are only one layer when states, cities, and counties may impose additional or conflicting requirements.
➡️ I-9 compliance deserves immediate attention. Paper records, retention gaps, incomplete forms, and unclear ownership can create significant exposure across an entire workforce.
➡️ Remote work expands an employer’s compliance footprint. Hiring one employee in another jurisdiction may introduce new posting, reporting, pay transparency, and employment obligations.
➡️ AI does not transfer legal responsibility away from the employer. Organizations must understand how automated decisions are made and monitor systems for bias and flawed outcomes.
➡️ Basic compliance failures can reveal larger problems. Outdated posters and poor documentation may appear minor until they become evidence during an investigation or legal claim.
Chapters
00:00 What is OutSolve
01:14 Building an HR Compliance Company in 1998
02:29 How HR Compliance Has Changed
03:43 The Compliance Issues Creating Risk
05:47 Technology and AI in HR Compliance
07:33 Remote Work Across Multiple Jurisdictions
11:26 What Compliance Audits Reveal
13:13 Workplace Posters and I-9 Violations
16:53 The Risk of Outdated Compliance Posters
18:20 Federal and State Law Conflicts
19:49 How HR Leaders Can Reduce Risk
22:56 Compliance Advice for Large Employers
23:22 Why the Regulatory Environment Is More Complex
24:13 When to Outsource HR Compliance
25:47 Documentation as a Compliance Foundation
26:56 Why Compliance Requires Specialists
Guest
Jeremy Mancheski, Founder and CEO, OutSolve
LinkedIn: https://www.linkedin.com/in/jeremy-mancheski-08176340
Resource
OutSolve: https://www.outsolve.com
Connect with Us :
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
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