Regulatory Affairs and Compliance Director (Remote)

Job Description

The Regulatory Affairs and Compliance Director will lead the pursuit, organization, maintenance, and archival activities related to State Authorizations and Eligible Training Provider List Authorizations. Primary responsibilities include but are not limited to the submission of new and renewal applications, processing documents as required by funder organizations, monitoring outcomes for compliance, project evaluation, analyzing data and submitting reports.

GENERAL DUTIES AND RESPONSIBILITIES

• Review and complete Master Agreements, contract, and applications for State Higher Education Boards, Workforce Investment Boards, and other regulatory entities.

• Completing ETPL applications for new state and regional sales territories

• Proactively inform leadership and sales leaders on all aspects of regulatory affairs for current statuses and future road mapping.

• Review and provide interpretation of proposal requirement

• Gather information regarding education laws, ordinances, and regulation

• Adding new program offerings or modifying program offerings on already approved state and regional ETPL approvals

• Assist all stakeholders with compliance reporting deadlines, licensing, authorization, and accreditation applications as needed

• Conduct research on various government agencies and identify new funding opportunities

• Other duties and special projects as assigned

REQUIRED QUALIFICATIONS

• Direct, robust, and successful experience in regulatory affairs/compliance environments

• Bachelor’s Degree is required, Master’s degree is preferred

• Excellent oral and written communication

• Must have experience leading a team

• Work effectively in a fast-paced changing environment

• Ability to work under pressure and meet deadlines, while maintaining a positive attitude

• Ability to work independently and to carry out assignments to completion with limited guidance

WORKING CONDITIONS

This is a remote position in which work will be completed during normal business hours (approximately 8:30am – 5:00pm).

COMPENSATION AND BENEFITS

MedCerts, a Stride, Inc. company, considers a person’s education, experience, and qualifications, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee’s salary level.  Salaries will differ based on these factors, the position’s level and expected contribution, and the employee’s benefits elections.  Offers will typically be in the bottom half of the range.

We anticipate the salary range to be between $80,000 and $95,000 plus bonus. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Eligible employees may receive a bonus. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.

Job Type

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)