# Senior Payroll & Compliance Specialist at Babylist

> Remote · United States · Senior · Other · open. Source: https://alderhq.app/jobs/greenhouse%3Ababylist%3A6209642004 (read 2026-11-15).

## Facts (observed)

- Company: [Babylist](https://alderhq.app/companies/babylist)
- Location text: United States; Remote
- Where it can be done from (inferred): Remote · United States (evidence: "Location: United States; Remote")
- Posted: 2026-09-29 (47 days ago)
- First seen by alder: 2026-11-04 · last verified: 2026-11-13
- Reposted: 0 times · edited: 0 times
- Apply on the employer's site: https://job-boards.greenhouse.io/babylist/jobs/6209642004

## Pay and sponsorship

- Posted pay: not posted
- Market band for similar posted roles (United States, n 4353): p25 $102k, median $131k, p75 $170k

## Description (the employer's text)

### What the Role Is

As our Senior Payroll & Compliance Specialist, you'll own the most tangible ways we look after our team: paying people correctly and staying compliant in a fast-changing regulatory environment. You'll do that for a distributed workforce of 600–1,000 employees across ~35 states, 300+ of them nonexempt/hourly. You'll report to our People Operations Manager and work most closely with People Ops, Accounting, and our payroll partner, Newfront — owning our U.S. compliance calendar end to end (45+ recurring obligations a year across about a dozen jurisdictions), with real room to redesign the steps that slow us down. If you've supported complex, multi-state payroll for a large nonexempt workforce, take pride in getting it right, and like being the steady hand behind the scenes, this role will energize you.

### Who You Are

- You run multi-state U.S. payroll end to end in an enterprise HRIS (Paylocity or comparable) — inputs, timecard corrections, off-cycle and termination pay, garnishments, and final review before funding.
- You've owned a compliance calendar covering EEO-1, OSHA, nondiscrimination testing, and state reporting — plus background checks, I-9 review, required trainings, and policy creation and revision. You surface deadlines before they're urgent.
- Direct experience with California or New York employment law is a strong plus. These are our two most demanding states — same-day final pay, pay data reporting, and local rules that change often. It's learnable, but if you've run compliance in either, you'll ramp much faster.
- You turn legal redlines into usable policy. You've worked with Legal and outside counsel on handbook language and translated it into something employees will actually follow.
- You improve a process, then prove it. You test against known-good output, build in the checks that show it's still running clean, and leave a written SOP behind. You reach for AI naturally to move faster — at Babylist, every team uses it daily.
- You can explain a paycheck to the person who earned it, and the numbers to the people who sign off on them.
- You hold a deadline. You plan backward from the pay date and the filing date, stay responsive during processing windows, and raise a flag early when a date is at risk.
- You have 5–8 years in payroll and compliance, including 3+ years running multi-state U.S. payroll. CPP, FPC, SHRM-CP, SHRM-SCP, PHR, or SPHR aren't required, but any would cement your expertise.
### How You Will Make An Impact

- You'll run two payroll cycles end to end — weekly for our fulfillment center and hourly showroom teams, bi-weekly for corporate and salaried showroom — handling every change for a large hourly population: new hires, terminations, clawbacks, corrections, direct deposit updates, and ad-hoc termination pay.
- You'll audit every pre-process register before funding and work discrepancies with Newfront until they're resolved.
- You'll be the person employees reach when a paycheck doesn't make sense — questions answered or routed within one business day.
- You'll own the U.S. compliance calendar through annual filings — EEO-1, CA Pay Data, and OSHA 300 across corporate, both showrooms, and the fulfillment center — and translate legislative change across ~35 states into the handful of actions that actually apply, then brief the People team.
- You'll run screenings that hold up under review: background check review and escalation, plus quarterly health exclusion checks.
- You'll take point on the annual "Compliance Refresh" each February, chasing it to 100% completion across every eligible employee and contractor, and partner with Legal and outside counsel on handbook and policy review every two years.
- You'll design the internal controls across payroll and compliance and keep the evidence trail current — the same trail that carries our annual workers' compensation and external financial audits.
- You'll build automation and prove it works — skills, scheduled tasks, and workflow tooling, tested against known-good output and instrumented so you can see it's still running clean. Some SOPs exist; you'll build the rest.

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Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/greenhouse%3Ababylist%3A6209642004 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.