HR Operations Manager
关于 CrewAI,CrewAI 是构建和调整多代理人工智能系统的领先框架和企业平台，每月为数千家公司和大型开源社区提供3亿+代理执行动力。我们是一个小型，快速发展的团队，建立了让企业将 AI 代理在规模上工作的基础设施。在 CrewAI 中，我们像一个体育团队一样运作。你会在具有挑战性的联赛中与惊人的人才一起玩，这个角色是你的机会来建立保持该团队运行的"人"功能。关于角色 我们正在聘请我们的首个人力资源运营经理，拥有让 CrewAI 雇佣，支付，支持和发展员工的系统，流程和政策。而不会减慢任何人。这不是维护职责。你将得到快速增长的人员数量和很多模糊性，并被要求把它变成干净，可扩展的人力资源基础设施：真正值得信赖的 HRIS,第一天让登录流动感觉很好，没有消防演习的薪水和福利流程，以及安全地移动公司的合规防护轨道。你将与我们的领导团队，招聘经理，财务和法律密切合作。你将拥有真正的权利来了解人们从这里开始如何建立人员功能。你将做什么？• 所有人力资源业务：HRIS 管理，员工记录，薪酬协调和福利管理在分布式全球劳动力范围内。·设计并运行登录和离职计划，使新雇员获得了很好的前30天，离开员工的出口清洁，合规。·构建和维护人力资源政策，员工手册内容以及清晰，当前和实际遵循的缺席流程。· 保持 CrewAI 符合联邦，州和地方就业法律，因为我们正在扩展追踪不断变化的要求并将其转化为实践过程，而不仅仅是文件。· 与财务合作关于工资清单准确性，福利发票和人数报告；与雇佣管理人员合作以保持员工生命周期 （通过退出提供）的快速和无摩擦。· 将人们的数据变成信号：建立了领导者实际使用的报告和指标 （人数，磨损，上车时间，福利利用）来做决定。· 在成为瓶之前找到人工，容易犯错误的部件 HR ops 和它们。需要什么你带来 · 4年以上的人力资源经营者
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About CrewAI
CrewAI is the leading framework and enterprise platform for building and orchestrating multi-agent AI systems, powering 300M+ agent executions per month across thousands of companies and a large open-source community. We're a small, fast-moving team building the infrastructure that lets enterprises put AI agents to work at scale.
At CrewAI, we operate like a sports team. You'll be playing alongside amazing talent in a challenging league — and this role is your chance to build the People function that keeps that team running.
About the Role
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.
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.
Requirements
What You'll Bring
- 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
Benefits & 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.
Originally posted on Himalayas