HR Operations Manager

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.

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.

• 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.

• 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.

• 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