PWA/IRA Contract Compliance Specialist

The Company:

Sungrow North America is a leading provider of renewable energy solutions, specializing in the development and manufacturing of photovoltaic inverters and energy storage systems. The company offers a comprehensive range of products and services designed to optimize the performance and efficiency of solar power installations. Sungrow North America aims to provide sustainable and reliable energy solutions to meet the growing demand for clean power and is known for its commitment to innovation, high-quality standards, and exceptional customer service.

The Position:

The PWA/IRA Contract Compliance Specialist supports Sungrow’s compliance with Prevailing Wage and Apprenticeship (PWA) requirements associated with the Inflation Reduction Act (IRA), as well as applicable federal, state, and project-specific prevailing wage requirements. This position serves as a liaison among multiple project stakeholders to identify, research, and document compliance requirements early in the contracting and project-intake process.

The specialist reviews contracts, master agreements, purchase orders, amendments, change orders, PWA exhibits, project documentation, scopes of work, wage determinations, and client/EPC requirements. The specialist also works with appropriate project stakeholders to obtain missing information and clarify requirements when project documentation is incomplete or unclear.

The primary objective is to ensure Labor Compliance receives the information necessary to establish project requirements before field work begins whenever possible, reducing the risk of compliance issues, incorrect wage determinations, incorrect or unsupported labor classifications, missing documentation, and subsequent payroll corrections.

Essential Duties and Responsibilities:

Contract and Project Compliance Review

• Review master agreements, POs, amendments, change orders, and PWA exhibits.
• Identify IRA, Davis-Bacon, state prevailing wage, apprenticeship, and certified payroll requirements.
• Compare master agreements with project documents to find conflicting or newly introduced obligations.
• Flag unclear or potentially retroactive requirements and document the basis for each project’s PWA status.

Project Intake and PWA Determination

• Gather project location, scope, schedule, contracts, and client/EPC requirements.
• Confirm wage determination, apprenticeship, and compliance deliverable information.
• Identify missing or conflicting information before active compliance monitoring begins.
• Escalate projects when requirements cannot be confirmed from available records.

PWA Project Review and Support

• Compare project requirements with Sungrow’s scope of work.
• Review PWA exhibits, compliance matrices, and project-specific instructions.
• Identify requirements that need clarification or may not apply to Sungrow’s work.
• Research questions and prepare findings for the Labor Compliance Supervisor.

Wage Determination and Classification Review

• Research applicable wage determinations based on project location, scope, and contract requirements.
• Verify and document wage determination numbers, modifications, and construction types.
• Review labor classifications based on the work performed, not only job titles.
• Identify missing classifications and support requests for additional classifications.

Cross-Functional Coordination

• Coordinate with Labor Compliance, Contracts, Legal, Sales, Project Management, and Service Operations.
• Request missing project and contract information from internal teams and clients/EPCs.
• Route PWA questions to the appropriate owner and track them through resolution.
• Escalate differences between contract terms, project expectations, and Sungrow’s scope.

Compliance Tracking and Documentation

• Maintain current PWA status and supporting records in Sungrow’s designated systems.
• Track wage determinations, classifications, apprenticeship requirements, and deliverables.
• Document open questions, decisions, clarifications, and changes in project requirements.
• Maintain an audit trail and escalate inconsistencies across contracts, project records, and internal systems.

Minimum Requirements:

• Experience in prevailing wage compliance, contract compliance, construction compliance, renewable energy, labor compliance
• Working knowledge of Inflation Reduction Act Prevailing Wage and Apprenticeship requirements.
• Working knowledge of the Davis-Bacon Act and Davis-Bacon Related Acts.
• Experience researching and reviewing U.S. Department of Labor wage determinations, modifications, and labor classifications.
• Experience comparing scopes of work against wage determinations and labor classifications.
• Familiarity with certified payroll reporting, including WH-347 or equivalent documentation.
• Knowledge of Registered Apprenticeship Program requirements and apprenticeship compliance documentation.
• Knowledge of state prevailing wage requirements and state-specific wage determinations.
• Familiarity with California DIR prevailing wage requirements.
• Familiarity with Project Labor Agreements and their potential effect on project requirements.
• Experience reviewing contracts, purchase orders, master agreements, PWA exhibits, project documentation, and scopes of work.
• Strong research and analytical skills with the ability to document findings and provide clear recommendations.
• Strong attention to detail and organizational skills.
• Ability to manage multiple projects and competing priorities.
• Strong written and verbal communication skills.
• Ability to collaborate in a fast-paced, growing environment.
• Proficiency with Microsoft Excel, Word, Outlook, Teams, and similar business systems.

Travel:

Work Location and Status:

Compensation:

For candidates in the states of California, Colorado, New York and Washington, the anticipated annual base salary for this role is between $75,000 - $90,000. This range does not include any other compensation components or other benefits that an individual may be eligible for. The base salary offered is dependent upon several factors, including but not limited to job-related skills, qualifications, experience, education, location, or other factors related to the role.

Sungrow is an equal opportunity employer. Due to strong interest in this role, Sungrow will only reach out to those candidates who best meet the requirements of the position. Thank you for your interest in Sungrow