Human Resources Generalist

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, 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 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 where you were the HR person or 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.