Prevailing Wage Manager (100% Remote)

Position Overview

We are seeking an experienced Prevailing Wage Manager to own and lead the organization's prevailing wage and pay compliance program across all operations. This individual will serve as the enterprise-level program owner, overseeing strategy, execution, audit readiness, and cross-functional alignment.

The role is responsible for ensuring compliance with Davis-Bacon Act and Inflation Reduction Act (IRA) prevailing wage requirements across multiple areas of the business, including:

• Direct Generation: Construction, repowering, and EPC-adjacent work.

• Utility Operations: Repair versus maintenance classification.

• Medium Voltage Services: Skilled electrical work.

• Subcontractors: Prevailing wage compliance and enforcement.

This position plays a critical role in protecting tax credit eligibility, minimizing financial and regulatory risk, and supporting scalable, multi-state operations.

Key Responsibilities

1. Program Ownership & Strategy

• Own and lead the organization's prevailing wage compliance program from strategy through execution.

• Interpret and apply Davis-Bacon Act and IRA labor requirements.

• Establish company-wide standards for wage determinations, labor classifications, and covered versus non-covered work.

• Develop scalable compliance frameworks to support multi-state operations.

2. Process & Systems Development

• Develop and implement standard operating procedures (SOPs) for wage determination selection, payroll validation, and documentation standards.

• Evaluate and recommend systems, tools, and process improvements to strengthen prevailing wage compliance.

• Collaborate with internal stakeholders on system implementation and optimization, including platforms such as QEST, Rippling, Tradeseal, or other prevailing wage solutions.

3. Certified Payroll Oversight

• Partner with the Payroll and Benefits Manager to oversee the review of certified payroll for internal employees and subcontractors.

• Validate wage rates, fringe benefits, worker classifications, and reported hours against project scope.

• Identify and resolve payroll discrepancies while ensuring appropriate corrective actions are implemented.

4. Subcontractor Compliance & Alignment

• Develop and enforce subcontractor compliance requirements, including contract language, payroll submission standards, and documentation expectations.

• Partner with Procurement and Operations to ensure consistent compliance requirements and enforcement.

• Monitor subcontractor compliance across projects and address deficiencies as needed.

5. Audit, Risk & Compliance Reporting

• Lead internal and external prevailing wage audits.

• Maintain audit-ready documentation aligned with IRS and Department of Labor requirements.

• Develop and deliver compliance dashboards, reporting, and risk assessments to leadership.

• Serve as the primary point of contact for IRS inquiries and Department of Labor audits related to prevailing wage compliance.

6. Cross-Functional Leadership

• Lead cross-functional initiatives involving Business Development, Operations, HR, Finance, Legal/Compliance, and Procurement.

• Support external client relationships and compliance discussions as needed.

• Serve as the organization's subject matter expert on prevailing wage requirements.

• Ensure alignment between field operations, project execution, and regulatory requirements.

7. Training & Enablement

• Develop and deliver prevailing wage training for Project Managers, field leadership, HR, and Payroll teams.

• Provide ongoing guidance on worker classifications, labor requirements, and project scope interpretation, particularly repair versus maintenance distinctions.

Qualifications

Required

• 5–8+ years of direct experience with Davis-Bacon and IRA prevailing wage requirements.

• Demonstrated experience owning and managing prevailing wage compliance programs, rather than solely providing administrative or support functions.

• Strong knowledge of certified payroll requirements, multi-state wage determinations, and subcontractor compliance enforcement.

• Experience leading compliance audits, developing reporting processes, and managing regulatory documentation.

• Background in solar, renewable energy, infrastructure, or related industries.

• Experience supporting projects subject to IRA and Davis-Bacon requirements.

Preferred

• Experience with Tradeseal and/or Rippling.

• Familiarity with LCPtracker, eMars, or similar ERP and payroll compliance systems.

Key Competencies

• Regulatory Expertise: Advanced knowledge of Davis-Bacon and IRA prevailing wage requirements.

• Program Ownership: Ability to build, implement, and manage an enterprise-wide compliance program.

• Critical Judgment: Ability to navigate complex and ambiguous compliance scenarios.

• Cross-Functional Leadership: Ability to influence and drive accountability across departments without direct reporting authority.

• Audit & Documentation Rigor: Strong attention to detail, organization, and regulatory documentation.

ADA / Physical Demands

The organization is committed to providing equal employment opportunities and reasonable accommodations in accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws. The physical and mental demands described below are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform these essential functions.

This is a remote position and requires:

• Prolonged periods of sitting while working at a computer workstation.

• Frequent use of hands and fingers to operate a computer, keyboard, mouse, telephone, and other standard office equipment.

• Ability to view multiple monitors and analyze data for extended periods.

• Effective verbal and written communication skills, including participation in virtual meetings and technical discussions.

• Ability to work independently in a remote environment while maintaining regular communication with internal and external stakeholders.

• Occasional travel for meetings, training, audits, or company events, as business needs require.

• Ability to lift and carry up to 15 pounds, as needed.