Head of HR Compliance (US)

Indeed Flex•Austin, TX

21h•$130,000 - $160,000•Hybrid

About The Position

We are Indeed Flex. We Help People Get Jobs. Right now, we’re hiring! We are a tech-first staffing platform that gives workers the freedom to choose their own shifts and businesses the power to hire with a click. We are removing the friction from the traditional agency model and replacing it with speed, transparency, and choice. We operate with the agility and energy of a high-growth scale-up, but we are backed by the stability and resources of Indeed - the world’s #1 job site. This gives us a unique advantage: the freedom to innovate at speed, with the muscle to dominate the market. 💼 This is an in-office role, five days per week with the option to work from home on Thursdays. 🏢 Indeed Domain Tower office, Austin. The Role The Head of HR Compliance (US) is the operational anchor and strategic advisor for Indeed Flex. Reporting to the Risk & Compliance Director, you will serve as the primary expert on US labor and employment law, ensuring our risk and compliance strategy is localized, effective, and scalable. You are responsible for the health and compliance of our US operations and will directly lead and develop a dedicated team of compliance specialists. This role requires a balance of high-level strategic partnership and rigorous operational oversight. You will architect the US compliance engine, overseeing the systems and vendor partnerships that manage I-9, background, and drug screening workflows for our contingent workforce, while leading complex employee relations and investigations. You are the key advisor on what works for the US team, partnering with global HR functions to refine our organizational roadmap.

Requirements

Minimum ten (10) years of demonstrated HR leadership with at least (5) years specifically within the staffing or On-Demand Labor industry.
Proven track record of managing a distributed workforce across 20+ US states, with deep expertise in California-specific labor codes.
Prior experience directly managing a team of HR or Compliance professionals in a fast-paced environment.
Previous experience working in a regulated or multi-jurisdictional environment.
Technical Acumen: Demonstrated experience in HRIS implementation, compliance automation, or optimizing tech-stacks (e.g., Salesforce, E-Verify integrations) to drive efficiency.
Solid understanding of Joint Employer doctrine, worker classification (1099 vs W2), and the legal nuances of contingent labor.
Solid understanding of benefits administration, compensation practices, and employment law (FMLA, ADA, EEO).
Exceptional interpersonal skills to collaborate with internal and external stakeholders at all levels.
High-level of analytical and critical thinking skills with a strong drive to resolve complex problems.

Nice To Haves

Master’s degree in Human Resources, Business Administration, or related field.
SHRM-SCP, SPHR, or other advanced HR/Legal certifications.

Responsibilities

Team Leadership: Directly manage, mentor, and scale the US HR Compliance team; define departmental KPIs and ensure the team has the resources to meet high-volume operational demands.
Strategic US Expansion: Serve as the lead compliance architect for entry into new US territories; conduct multi-state nexus research and local labor law mapping to ensure seamless launches.
Subject Matter Expert: Serve as the definitive internal expert on Federal and State-specific employment laws, focusing on offboarding employees, wage and hour, equal opportunity and co-employment.
Operational Governance: Design and oversee the governance framework for high-volume staffing operations; ensure data integrity across I-9/E-Verify and screening integrations to ensure zero-defect scalability through automation and system optimization.
Litigation & Policy Architect: Proactively architect policy shifts in response to evolving US labor litigation trends, ensuring global leadership stays ahead of US-specific risks.
Investigations Lead: Own the lifecycle of complex internal investigations (Title VII, ADA, ADEA, EEO), delivering high-integrity reports capable of withstanding Federal litigation.
Liability Mitigation: Mitigate Joint Employer liability through strategic policy design, contract review, and training for both internal teams and external client stakeholders to ensure clear separation of control.
Strategic Advisory: Act as the primary advisor on the US organizational roadmap, providing insight into compensation benchmarks, benefits optimization, and health and safety.
Audit & Reporting: Direct the regular audit of compliance processes, federal and state reporting requirements.
Support Expansion Readiness: Partner with the teams driving expansion, Strategy, Tax, Legal, and Payroll teams to ensure state-level registrations and local insurance requirements are met ahead of territorial expansion.