Human Resources Generalist

Crew Finance is an outsourced accounting and finance firm for high-growth startups. We've grown quickly, and we want to keep what made that work: real ownership, direct communication, and people who are very good at what they do. This role keeps us staffed with those people, and makes sure they want to stay. You own HR for Crew's internal team. You run every search from the first post to the first day. You're the first call when an employee has a question, and the steady one in the room when a situation gets hard. You keep records, benefits, leave and compliance in order so the rest of the team never has to think about them. We're a lean team, so this is the whole function, not a slice of it. You might run a final interview in the morning and sit with someone through a hard conversation in the afternoon, and both will matter to you equally. If that sounds like you, keep reading. You notice people. When someone's having a hard time, you see it, and you do something about it. You're as steady in a hard conversation as you are in a hiring process. Both matter to you equally. You run a clean process. Every candidate knows where they stand, every hiring manager knows what's next, and nothing sits in the ATS waiting on someone. You believe culture lives in the small moments. A new hire's first week, how a hard conversation is handled, whether the experience holds up as the team grows. You build the system before anyone asks. You like owning the whole picture, and you'd rather fix the process now than after something breaks.

WHAT YOU'LL OWN

Own every search end to end: write the JD, post it, source, screen, coordinate interviews, manage the offer, and bring the new hire into our systems and our culture Build a standing pipeline for the roles we hire most (controllers, accountants and FP&A analysts), so no search starts from zero Work with hiring managers to understand what they actually need, not just what's in the req. Help them define what good looks like before the search starts Run the ATS with discipline. Every candidate stage is current, every hiring manager is informed, and no one is left in the dark Make background checks and reference verification a standard part of every close Track time-to-fill, offer acceptance and source quality, and use the numbers to improve the process, not just report on it Make sure every candidate, hired or not, walks away with a good impression of Crew Employee Relations Be the first call for employee questions on benefits, policies, pay, or anything else that comes up day to day Handle performance conversations, interpersonal friction and policy questions with discretion Know what's yours to handle and what needs to go up. When you upscale, bring the context, not just the problem Support managers through PIPs, documentation and terminations when they come up Keep Crew's employee handbook and HR policies current, compliant and actually readable HR Operations & Administration Own onboarding for every new Crew hire: offer letter, system access, equipment, Day 1 logistics and the first-week experience Own offboarding end to end: paperwork, system removals, final pay, and an exit conversation when it makes sense Keep employee records accurate and current in the HRIS Administer benefits, from open enrollment to everyday questions Track PTO, leaves of absence and compliance requirements (FMLA, state leave laws and the like) Support payroll by keeping the HRIS accurate and getting changes in on time Stay ahead of compliance: employment law changes, required postings and policy gaps. Flag risks before they become problems

YOUR FIRST 90 DAYS

Days 1–30: Learn the org: who's on each team, how the business runs, and where the HR gaps are. Audit what exists today, including the HRIS, offer letter templates, onboarding docs and open reqs. Meet every hiring manager and learn the roles we hire most. Days 31–60: Take over open reqs and get them moving. Stand up or clean up the ATS. Standardize the offer and onboarding process. Start writing down what's currently informal. Days 61–90: Fully own recruiting, employee relations and HR operations. Deliver a short read on what's working, what's missing, and your top priorities for the next quarter.

WHO YOU'LL WORK WITH

Sr. Director of Operations: your manager and closest partner on org decisions and anything that touches the broader team Hiring managers: across QA, onboarding and accounting delivery, the people you recruit for and support day to day Finance & payroll: your partners on headcount changes, new hires and anything that hits payroll Leadership: brought in on compensation decisions, policy changes and anything that needs to go up

WHAT WE'RE LOOKING FOR

The foundation (non-negotiable) 3+ years as an HR Generalist or HR Coordinator, ideally at a growing company with a lean HR team Full-cycle recruiting experience. You've sourced, screened, interviewed, managed offers, run background checks and closed. Not just scheduled interviews Solid HR fundamentals. Employee relations, onboarding and offboarding, benefits administration and basic employment law ATS fluency. You keep candidates current, track the metrics and actually use the data Organized and detail-oriented, in a way that shows up in your work and not just your resume Discretion. You handle sensitive information every day, and people trust you with it Bachelor's in HR, Business or a related field, or equivalent experience What makes you right for this You're comfortable being the only HR person in the room. You don't need a team around you to do good work. You're a strong recruiter, not just an organized one. You can sell a role, read a candidate and move a process without losing anyone along the way. You know the search is the first impression. How someone is treated as a candidate reflects directly on Crew. You handle ambiguity without freezing. Things are still being built here, and you're fine with that. You don't avoid the hard conversations. You stay calm in situations others find uncomfortable. You know what needs a policy and what needs good judgment, and you lean on judgment.

ESPECIALLY VALUABLE

Experience at a fast-growing startup or consulting firm Full-cycle recruiting across accounting, finance or operations roles Experience building an HR process from scratch A background in professional or financial services Familiarity with Rippling, Gusto or a similar HRIS Comfort with Airtable, Notion or project management tools

WORKING AT CREW

Crew grew quickly from a small‑business culture, and we want to keep the parts that made it work: direct communication, real ownership, and colleagues who help each other. We're investing in structure so our teams have a solid foundation, and this role is central to building it. Work with some of the most interesting emerging brands in the country, alongside an internal team that's just as interesting Real ownership of the HR function from day one Remote‑first, with a culture that trusts you to manage your time Room to grow as Crew grows Strong benefits: a matched 401(k), health coverage paid 100% for you and 50% for your dependents, support for professional development, and a company‑provided device "You're the reason I said yes to this job." If a new hire has ever told you this, this role is for you. If this sounds like the role you didn't know you were waiting for, we'd love to hear from you. #J-18808-Ljbffr Crew Finance