人力资源综合专员
Human Resources Generalist
Agile IT 是一家 Microsoft AOS-G 合作伙伴和 Cyber AB 注册从业者组织 (RPO)，专为国防工业基础打造。作为 GCC High 的六家原始 AOS-G 经销商之一，我们帮助国防承包商满足 CMMC 合规要求，并在 Microsoft 云环境中安全运行。我们的客户制造战斗机部件、海军推进系统、卫星有效载荷和航天平台，这些产品支持国防部。我们确保他们的 Microsoft 环境能够胜任工作。
我们正处于高速增长阶段，正在组建团队以匹配增长速度。增长是流程最先出问题的地方，而这个职位将负责那些在增长过程中保持团队稳定的流程。
我们有 22 名员工。这里的每个人都认识彼此，这不是一句口号，而是真实的人数。
这是第一个完全专注于人员方面的职位。你将负责入职、评估、招聘、福利以及所有相关事务的日常问题。你将拥有很大的空间，但缺乏太多保护，这会让一些人如鱼得水，也让其他人感到痛苦。在申请前，我们希望你清楚自己属于哪一种。
你将负责以下内容
· 入职与离职。我们建立了一个引以为豪的入职程序。你将继承它，为分布在多个州的远程团队的每一位新员工执行它，并在学习过程中不断优化。离职流程同样会得到同等的重视。
· 评估周期。评估在 Strety 中按周年日期进行，CEO 会进行校准。你将负责流程、时间安排和后续跟进，使评估周期按照既定时间表运行，而不是依赖于谁记得。
· 员工关系，日常事务。政策问题、排班冲突、合理调整请求，以及两个需要继续合作的人之间的摩擦。你将处理这些问题。你将成为第一联系人，这也是这个职位的核心所在。
· 招聘。未来一年内有多处空缺，从岗位定义到发放录用通知。你将协调面试小组，及时向候选人反馈，确保没有人在三周内默默等待不知结果。
· 福利与合规。开放报名、经纪人关系，以及以加州为标准的多州雇佣合规。员工手册、政策文档、人事记录，保持更新而非在压力下重新构建。
· 我们尚未建立的流程。我们已经规划了绩效改进流程，但尚未完成。你将完成它。还会有其他类似的问题出现，比如……
查看英文原文
Agile IT is a Microsoft AOS-G partner and Cyber AB Registered Practitioner Organization (RPO) built for the Defense Industrial Base. As one of six original AOS-G resellers for GCC High, we help defense contractors meet CMMC compliance and operate securely in Microsoft cloud environments. Our customers build fighter jet components, naval propulsion systems, satellite payloads, and aerospace platforms that support the Department of War. We make sure their Microsoft environments are ready for the job.
We are in a high-growth phase, and we are stacking the team to match. Growth is where people processes break first, and this role owns the ones that keep the team steady through it.
We are 22 people. Everyone here knows everyone, and that is not a slogan, it is a headcount.
This is the first role here dedicated entirely to the people side. You will own onboarding, reviews, hiring, benefits, and the day-to-day questions that come with all of it. You will have a lot of room and not much cover, which suits some people enormously and makes others miserable. We would rather you know which you are before you apply.
What You'll Own
· Onboarding and Offboarding. We built an onboarding program we are proud of. You inherit it, run it for every hire across a remote team in multiple states, and make it better as you learn where it strains. Offboarding gets the same care on the way out.
· The Review Cycle. Reviews run on anniversary dates in Strety, with a calibration gate at the CEO. You own the mechanics, the timing, and the follow-through, so the cycle runs on its own schedule instead of on whoever remembers.
· Employee Relations, Day to Day. Policy questions, scheduling conflicts, accommodation requests, the friction between two people who need to keep working together. You handle these. You will be the first call, which is the whole point of the role.
· Hiring. Multiple open seats over the next year, from scoping the role through the offer. You will coordinate panels, keep candidates informed, and make sure nobody sits in silence for three weeks wondering where they stand.
· Benefits and Compliance. Open enrollment, the broker relationship, and multi-state employment compliance with California as the standard we hold. Handbook, policy documentation, personnel records, kept current rather than reconstructed under pressure.
· The Process We Have Not Built Yet. We scoped a performance improvement process and never finished it. You will. There will be other gaps like it, and finding them is part of the work.
What Comes to Us
· Investigations, terminations, and anything carrying legal exposure go to the CEO and to outside counsel. You will sit in those conversations, document them, and carry out what is decided. You will not carry them alone, and we will not ask you to.
· Compensation recommendations come from you. Approval sits with the CEO.
Required
· Three or more years as an HR generalist, including at least one where you were the only HR person or one of two
· Direct California employment law experience, plus exposure to multi-state employment
· Experience running a full review cycle and a full hiring process without someone above you driving it
· The instinct to improve a working process rather than replace it, and the patience to run it a few times before changing it
· Documentation habits that hold up when the file gets pulled two years later
· The judgment to know what you can handle and the discipline to escalate early rather than late
· U.S. person status, required by the nature of our customers' work
Preferred
· Experience as the first HR hire somewhere
· Familiarity with EOS
· Defense, government contracting, or another regulated environment
· PHR or SHRM-CP
Additional Information
This role is remote, with a preference for West Coast hours. We have a shared office space in Little Italy if you are in San Diego and want to work from an office location.
You will report to the CEO and work closely with our outside employment counsel. You will inherit some things in good shape and some things in no shape at all. We will tell you which is which.
Our Values
Reliability. We do what we said, on the date we said it.
Integrity. We tell people the truth, including when it costs us.
Stewardship. We take care of what we have been trusted with, starting with each other.
Excellence. We do the work properly the first time, because our customers cannot afford otherwise.
Agile IT is an equal opportunity employer.