Senior Manager, Workforce Compliance

Requisition ID: 19About ReflexReflex is a marketplace for flexible retail work. Brands use Reflex to add to their core store teams when labor needs swing, like holiday peaks and store resets. The people who pick up those shifts are Reflexers. They're W2 employees of Reflex, and more than 10,000 of them worked shifts in stores across more than 30 states over the past year.About the RoleThis is not a corporate HR role. It's HR and compliance for Reflexers, a large, distributed, hourly workforce working shifts at our retail partners' locations.You'll own worker compliance, HR, and people policy end to end, and you'll make the calls. You'll partner with Product and Engineering to build those decisions into our platform, and with Operations to make them work on the ground. The role sits on the Product and Operations team because we see compliance as part of the Reflexer experience, not a back-office function.Employment law for hourly workers is changing fast. Fair workweek laws, paid sick and safe time, reporting-time pay, and local ordinances change frequently, and we keep entering new markets. We need someone who stays ahead of that and turns it into systems that scale.This is a hands-on role from day one. At first, you'll do much of the work yourself and learn where the friction is. Then you'll recommend what the function needs next. As the function grows, this role is designed to grow into Head of Workforce Compliance.What You'll OwnPolicy and regulatory strategyOwn Reflexer compliance across 34 states and DC, including wage and hour, fair workweek and predictive scheduling, paid sick and safe time, reporting-time pay, leave, and local ordinancesTrack regulatory changes and get ahead of them, especially as we expand into new statesOwn state and local employer registrations, payroll tax and unemployment insurance accounts, and required postings and notices, including setup in each new state we enterMake and document policy decisions, working directly with outside employment counselOwn the Reflexer handbook and keep it current in every jurisdiction where we operateHandle the realities of a workforce that is employed by Reflex but works on retailer floorsCompliance built into the productCo-write requirements with Product for compliance features built into the platformHelp shape and prioritize the compliance roadmapMake sure our policy and our app tell Reflexers the same thingHands-on operationsManage unemployment claims, employment verifications, and separation reportingOversee I-9 and employment eligibilityAdminister leaves, handle Reflexers' comp claims, and directly correspond with Reflexers on other complex casesServe as the escalation point for complex Reflexer concerns and investigationsRun regular compliance audits, drive corrective actions, and report to leadershipEvaluate our current vendors and decide what to automate, outsource, or keep in-houseEnablementTrain Ops and Support on policy and how to apply it consistentlyWhat Success Looks LikeIn your first 6 monthsYou know our multi-state footprint cold and keep a living map of which rules apply whereYou own the escalations, investigations, and policy calls that currently fall to leadershipYou've co-written at least one compliance feature with Product and seen it shipYou've made the case for what the function needs next, whether that's product priorities, policy work, vendor changes, or headcountIn your first 12 monthsEntering a new state follows a repeatable compliance playbookState-specific rules live in the platform, not in someone's headReflexers clearly understand their rights around pay, scheduling, and time offLeadership has a regular view of upcoming regulatory changes and how ready we are for themWho You Are7+ years in HR compliance or employee relations for large, frontline, hourly W2 workforces in retail, restaurants and QSR, hospitality, or similar multi-unit operationsDeep multi-state experience, especially with fair workweek, paid leave, and wage and hour lawsYou've worked closely with outside employment counsel and know how to turn legal advice into operational decisionsYou're comfortable making the call, and you know when to escalateYou're a builder. You've designed processes, chosen vendors, or stood up a functionYou can work alongside a product team and write a clear requirement, or you're eager to learnYou don't mind processing claims and verifications yourself while you figure out a better wayYou care about the experience of hourly workersWhat We’re OfferingEquity grant as one of the first ~30 employees at a fast-growing, venture-backed companySalary range of $125,000 - $140,000Full health, vision, and dental benefitsFlexible vacation policyHybrid team based in downtown Austin