Prevailing Wage Manager

Key Responsibilities

• Program Ownership & Strategy
• Own and lead QE Solar's prevailing wage compliance program end-to-end.
• Interpret and apply Davis-Bacon Act and IRA labor requirements.
• Establish company-wide standards for wage determinations, labor classifications, and covered vs. non-covered work.
• Build scalable frameworks for multi-state operations.
• Process & Systems Development
• Build and implement SOPs for wage determination selection, payroll validation workflows, and documentation standards.
• Recommend and collaborate with stakeholders on system design and improvements (QEST, Rippling, Tradeseal, or other prevailing wage vendors).
• Certified Payroll Oversight (Hands-On)
• Working with the Payroll and Benefits Manager, own the review of certified payroll for internal employees and subcontractors.
• Validate wage rates and fringe benefits, worker classifications, and hours versus scope alignment.
• Resolve discrepancies and enforce corrective actions.
• Subcontractor Compliance & Alignment
• Design and enforce subcontractor compliance requirements including contract language, payroll submission standards, and documentation expectations.
• Partner with Procurement and Operations to ensure full alignment and enforcement.
• Monitor subcontractor compliance performance across projects.
• 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 and risk reporting to leadership.
• Act as the primary point of contact for IRS inquiries and Department of Labor audits.
• Cross-Functional Leadership
• Lead cross-functional initiatives across Business Development, Operations, HR, Finance, Legal/Compliance, and Procurement.
• Support externally facing client relationships as needed.
• Serve as the subject matter expert for all prevailing wage matters.
• Drive alignment between field execution and regulatory requirements.
• Training & Enablement
• Develop and deliver training for Project Managers, field leadership, and HR and Payroll teams.
• Provide ongoing guidance on worker classification decisions and scope interpretation (repair versus maintenance).

Qualifications

Required

• 5-8+ years of direct Davis-Bacon and IRA prevailing wage experience.
• Proven experience owning prevailing wage compliance programs, not just supporting them.
• Deep knowledge of certified payroll requirements, multi-state wage determinations, and subcontractor compliance enforcement.
• Experience leading audits and compliance reporting.
• Solar, renewable energy, or infrastructure experience.
• Experience supporting IRA-related and Davis-Bacon projects.

Preferred

• Experience with Tradeseal and/or Rippling.
• Familiarity with tools such as LCPtracker, eMars, or similar ERP/payroll systems.

Key Competencies

• Regulatory expertise (Davis-Bacon and IRA authority level).
• Program ownership mindset (builder and operator).
• Strong judgment in ambiguous compliance scenarios.
• Cross-functional leadership without direct authority.
• Audit rigor and documentation discipline.

ADA / Physical Demands

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.

Statement to Third-Party Agencies

• QE Solar accepts resumes only from contracted recruiting agencies with formal service agreements.
• Please do not send unsolicited resumes or outreach emails to QE Solar employees, hiring managers, or team members without expressed consent or contract for services.
• QE Solar is not responsible for any fees or charges associated with unsolicited resumes or services.