The posting
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
