HR Operations Manager

crewAI

HR Operations Manager building scalable HR systems, policies, and compliance for CrewAI’s enterprise multi-agent AI platform. Owning payroll, benefits, onboarding, analytics, and employee lifecycle operations.

Posted 8/22/2026full-timeRemote • 🇺🇸 United StatesMid-LevelSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in HR operations, including HRIS administration, payroll coordination, and compliance with U.S. employment law. Capable of designing effective onboarding and offboarding programs while building scalable HR processes and metrics for decision-making.

Highest-signal resume keywords

HRIS AdministrationPayroll CoordinationU.S. Employment Law ComplianceOnboarding And Offboarding ProgramsProcess Improvement

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

HRIS (Rippling, Gusto, BambooHR, Workday)Payroll AdministrationBenefits AdministrationEmployee Records ManagementMetrics Reporting

Soft Skills

Attention To DetailWritten CommunicationVerbal CommunicationJudgmentComfort With Ambiguity

Tools & Technologies

People Analytics ToolsLookerTableau

Industry Keywords

HR OperationsEmployee LifecycleMulti-State ComplianceGlobal PayrollContractor Compliance

Tech Stack

Tools & technologies

Tableau

About the role

Key responsibilities & impact

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 it scales by tracking changing requirements and translating them into practical processes.
Partner with Finance on payroll accuracy, benefits invoicing, and headcount reporting; partner with hiring managers to keep the employee lifecycle fast and frictionless.
Build reporting and metrics such as headcount, attrition, time-to-onboard, and benefits utilization for leadership decision-making.
Identify and improve manual, error-prone HR operations through better processes, tooling, or automation.

Requirements

What you’ll need

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.
Nice to have: Experience standing up HR operations at a company that scaled from roughly 20 to 100+ employees.
Nice to have: Exposure to international employment (EOR platforms, contractor compliance, or global payroll).
Nice to have: Experience in a technical, engineering-heavy, or AI/ML organization.
Nice to have: Familiarity with People analytics tools or building dashboards in Looker, Tableau, or similar.

Benefits

Comp & perks

Competitive salary and 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.