Note: The job is a remote job and is open to candidates in USA. CrewAI is a leading framework and enterprise platform for building and orchestrating multi-agent AI systems. The HR Operations Manager will build and manage scalable HR infrastructure, including HRIS administration, onboarding, payroll, benefits, compliance, employee data reporting, and process automation across a distributed global workforce.
Responsibilities
- Own end-to-end HR operations: HRIS administration, employee records, payroll coordination, and benefits administration across a distributed, global workforce
- Design and run onboarding and offboarding programs that give new hires a great first 30 days and departing employees a clean, compliant exit
- Build and maintain HR policies, employee handbook content, and leave-of-absence processes that are clear, current, and actually followed
- Keep CrewAI compliant with federal, state, and local employment law as we scale — tracking changing requirements and translating them into practical process, not just paperwork
- Partner with Finance on payroll accuracy, benefits invoicing, and headcount reporting; partner with hiring managers to keep the employee lifecycle (offer through exit) fast and frictionless
- Turn people data into signal: build the reporting and metrics (headcount, attrition, time-to-onboard, benefits utilization) leadership actually uses to make decisions
- Find the manual, error-prone parts of HR ops and fix them — through better process, better tooling, or automation — before they become a bottleneck
Skills
- 4+ years of HR operations experience, ideally including time at a fast-growing startup where you had to build process, not just run it
- Hands-on experience owning an HRIS (e.g., Rippling, Gusto, BambooHR, Workday, or similar) plus payroll and benefits administration
- Working knowledge of U.S. employment law and multi-state compliance; you know what you don't know and when to loop in legal counsel
- A bias toward building scalable systems over one-off fixes, plus the judgment to know when a quick manual fix is the right call anyway
- Sharp attention to detail with sensitive data, paired with genuinely strong written and verbal communication — you can explain a policy to an employee as clearly as you can explain a risk to leadership
- Comfort with ambiguity: you can take "we need HR ops to exist" and turn it into a working function without a lot of hand-holding
- Experience standing up HR operations at a company that scaled from roughly 20 to 100+ employees
- Exposure to international employment (EOR platforms, contractor compliance, or global payroll)
- Experience in a technical, engineering-heavy, or AI/ML organization
- Familiarity with People analytics tools or building dashboards in Looker, Tableau, or similar
Benefits
- Equity.
- Remote-friendly culture with flexible arrangements.
- Professional development budget.
- Access to LLM credits and cutting-edge tooling.
- The rare chance to build a People function from the ground up at a company defining a new category.
Company Overview