.jpg)
The Challenge
Before WorkRight, I-9 and Right-to-Work compliance was fragmented across teams and systems globally. Ownership varied by region and responsibilities were spread across onboarding, immigration, tax, and regional operations teams. Reporting was inconsistent and no single team owned the program end-to-end. What worked during smaller hiring waves broke down under global complexity.
- Compliance Risk: Inconsistent documentation increasing audit risk.
- Ownership Silos: Fractional ownership across global teams.
- Visibility Gaps: Limited visibility and reporting.
- Manual Burden: Spreadsheet-driven processes and manual checks.
The Solution
Compliance initiation moved from days before onboarding to weeks in advance, increasing lead time by ~70%
Centralized compliance platform creating a single system of record
Manual ticketing and spreadsheet tracking declined significantly
Consistent execution and visibility of workflows and reporting across regions
Centralized audit logs and documentation improved audit defensibility
Dedicated program ownership supported by three global program managers
Compliance now operates as a visible, governed layer within HR and onboarding systems
HR and onboarding integrations enabling earlier compliance initiation
WorkRight transformed compliance from a fragmented process into a structured global program.
testimonials
“We’ve undergone more than a dozen audits, and not once have we been fined or penalized. That’s the result of strong systems, disciplined processes, and a partnership with WorkRight that keeps us ahead of every compliance challenge.”
—Senior Program Manager
