HR and Compliance Specialist; internship ; temporarily unpaid

BALANX-Bio leverages AI-driven technology to develop the world’s first microbial-based health digital twin system, with a special focus on women's health. We are pioneering a closed-loop bio-data ecosystem designed to revolutionize wellness and empower individuals during all stages of their life cycles. Our innovative solutions integrate health, technology, and beauty, offering a transformative approach to personalized care. Join us in driving the #Wellness Revolution and shaping the future of Fem Tech with cutting-edge AI health technologies.

BalanX is seeking a detail-oriented and practical
** HR Compensation & Compliance Specialist
** to help build fair, legally aware, and scalable compensation practices for a growing startup. This role is ideal for someone who understands compensation planning, employee classification, labor law considerations, and startup people operations.

Because BalanX is in an early-stage environment, this person should be comfortable creating systems from the ground up, working with limited structure, and helping leadership make thoughtful compensation decisions as the company grows.

• Help develop a startup-friendly compensation framework, including role levels, pay ranges, stipend structures, equity considerations, and future paid role planning.
• Research market compensation data to support fair and competitive pay decisions.
• Assist in creating compensation plans for employees, interns, contractors, advisors, and future full-time team members.
• Support leadership in defining criteria for promotions, raises, equity eligibility, bonuses, or future compensation changes.
• Help ensure compensation decisions are consistent, documented, and aligned with company growth.

• Draft and maintain compensation-related policies, including pay structure, role classification, review cycles, and approval processes.
• Help create internal guidelines for unpaid roles, equity-based arrangements, contractor status, and future paid opportunities.
• Support offer letter language and compensation summaries.
• Maintain organized documentation for compensation decisions and role classifications.

• Review compensation practices for potential compliance concerns related to wage and hour rules, worker classification, internship structure, and contractor arrangements.
• Help identify risks related to unpaid roles, equity-based work, contractor agreements, and employment status.
• Support leadership in understanding when legal or financial review is needed.
• Stay aware of labor law considerations that may affect compensation policies and HR practices.

• Help build simple, scalable HR systems for tracking compensation eligibility, role status, contract type, and employee lifecycle changes.
• Support audits of current roles, agreements, and compensation-related documentation.
• Work with HR, operations, finance, legal advisors, and leadership to improve people operations as the company grows.
• Recommend practical improvements that fit an early-stage startup environment.

• Background in Human Resources, Compensation, Labor Relations, Business Administration, Employment Law, People Operations, or a related field.
• Experience supporting compensation planning, pay structures, salary benchmarking, or HR compliance.
• Understanding of labor law considerations related to compensation, wage and hour rules, worker classification, and unpaid or contractor-based roles.
• Ability to draft clear HR policies and internal documentation.
• Strong attention to detail, organization, and confidentiality.
• Comfortable working in a startup environment with evolving processes.
• Strong communication skills and ability to work directly with leadership.

• Experience in a startup, early-stage company, HR consulting, legal, or people operations environment.
• Familiarity with startup compensation models, including equity, contractors, interns, advisors, and future full-time roles.
• Experience building compensation structures or HR policies from scratch.
• Knowledge of pay equity, compensation benchmarking, and employee classification.
• Ability to balance legal awareness with practical business needs.

• Hands‑on experience building compensation and compliance systems in an early‑stage startup.
• Direct exposure to leadership decision‑making around pay, equity, role classification, and people operations.
• Opportunity to help shape long‑term HR infrastructure from the ground up.
• Experience working across HR, operations, finance, legal, and leadership teams.
• Ability to create portfolio‑ready compensation frameworks, policy drafts, and HR systems.
• Consideration for future paid or leadership opportunities as the company grows.