[Hiring] HR Operations Manager @CrewAI

Role Description

We're hiring our first HR Operations Manager to own the systems, processes, and policies that let CrewAI hire, pay, support, and grow its people well — without slowing anyone down. This isn't a maintenance role. You'll be handed a fast-growing headcount and a lot of ambiguity, and asked to turn it into clean, scalable HR infrastructure:

• The HRIS that's actually trusted
• The onboarding flow that makes day one feel great
• The payroll and benefits processes that run without fire drills
• The compliance guardrails that let the company move fast safely

You'll work closely with our leadership team, hiring managers, finance, and legal — and you'll have real ownership over how the People function gets built from here.

What You'll Do

• 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.

Qualifications

• 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.
• 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

• 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.