HR Operations Manager, CrewAI

• 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

Desirable

• 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, and 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
• 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