Senior Manager, Workforce Compliance

About Reflex

Reflex 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 Role

This 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 Own

Policy and regulatory strategy

Own 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 ordinances

Track regulatory changes and get ahead of them, especially as we expand into new states

Own state and local employer registrations, payroll tax and unemployment insurance accounts, and required postings and notices, including setup in each new state we enter

Make and document policy decisions, working directly with outside employment counsel

Own the Reflexer handbook and keep it current in every jurisdiction where we operate

Handle the realities of a workforce that is employed by Reflex but works on retailer floors

Compliance built into the product

Co-write requirements with Product for compliance features built into the platform

Help shape and prioritize the compliance roadmap

Make sure our policy and our app tell Reflexers the same thing

Hands-on operations

Manage unemployment claims, employment verifications, and separation reporting

Oversee I-9 and employment eligibility

Administer leaves, handle Reflexers' comp claims, and directly correspond with Reflexers on other complex cases

Serve as the escalation point for complex Reflexer concerns and investigations

Run regular compliance audits, drive corrective actions, and report to leadership

Evaluate our current vendors and decide what to automate, outsource, or keep in-house

Enablement

Train Ops and Support on policy and how to apply it consistently

What Success Looks Like

In your first 6 months

You know our multi-state footprint cold and keep a living map of which rules apply where

You own the escalations, investigations, and policy calls that currently fall to leadership

You've co-written at least one compliance feature with Product and seen it ship

You've made the case for what the function needs next, whether that's product priorities, policy work, vendor changes, or headcount

In your first 12 months

Entering a new state follows a repeatable compliance playbook

State-specific rules live in the platform, not in someone's head

Reflexers clearly understand their rights around pay, scheduling, and time off

Leadership has a regular view of upcoming regulatory changes and how ready we are for them

Who You Are

7+ years in HR compliance or employee relations for large, frontline, hourly W2 workforces in retail, restaurants and QSR, hospitality, or similar multi-unit operations

Deep multi-state experience, especially with fair workweek, paid leave, and wage and hour laws

You've worked closely with outside employment counsel and know how to turn legal advice into operational decisions

You're comfortable making the call, and you know when to escalate

You're a builder. You've designed processes, chosen vendors, or stood up a function

You can work alongside a product team and write a clear requirement, or you're eager to learn

You don't mind processing claims and verifications yourself while you figure out a better way

You care about the experience of hourly workers

What We’re Offering

Equity grant as one of the first ~30 employees at a fast-growing, venture-backed company

Salary range of $125,000 - $140,000

Full health, vision, and dental benefits

Flexible vacation policy

Hybrid team based in downtown Austin