HR Intern

HR Intern (Year-Round, Path to Full-Time)

We're building the largest physician-focused tax company in the country, growing faster than anyone in this space. This role sits next to the COO and touches everything: who we hire, how they get onboarded, and whether the firm's people operations actually run. Read the whole post before applying.

This is not coffee-and-shadowing. You'll be in the COO's calendar and inbox, running real recruiting pipelines, onboarding real employees across a fully remote firm operating in all 50 states, and holding the follow-up loop on things senior people delegated and then moved on from. Real deadlines, real consequences, with someone experienced beside you and modern AI tooling at your back. The pace is fast and the standard is high. You'll learn more here in a few months than in a year anywhere else, because we hand you real responsibility and expect you to rise to it. Hard on purpose. If that sounds like too much, this is the wrong post.

We need an absolute ninja. Someone who comes in, learns how the firm actually works, and takes ownership of pieces of it with due time.

You'll do

Executive support to the COO

• Own the calendar. Schedule, reschedule, protect deep-work blocks, resolve conflicts across pods.
• Triage the inbox. Sort it, flag what needs a decision, draft replies for approval, clear the routine yourself.
• Prep every recurring meeting: agenda, prior action items, the two or three numbers needed to run it.
• Capture action items out of leadership and pod meetings and chase them until they close, including with people more senior than you.
• Turn dictated voice notes into structured documents, specs, and task lists.
• Travel, expenses, receipts, card reconciliation, and document organization in Drive.
• Gatekeep and route inbound asks so the COO sees decisions, not queues.

People operations

• Recruiting. Source and post roles, screen inbound applicants against our rubrics, schedule interviews, keep the Monday recruiting board clean, run first-round screening calls from a guide, and make sure no candidate is left hanging.
• Onboarding. Own the pre-start checklist end to end: system provisioning, equipment shipping, I-9, state new-hire reporting, W-4 and state withholding forms, handbook and policy sign-offs, day one and 30/60/90 plans.
• Offboarding. Exit checklist, same-day access revocation, equipment recovery, benefits notices.
• Multi-state compliance support. Help maintain our 50-state employment requirements matrix, new state registrations with payroll, PTO and sick leave rules, poster distribution, and flag legislative changes that actually hit us.
• Payroll and benefits admin support in Gusto: data hygiene, time off tracking, open enrollment logistics, verification letters.
• Credentials tracking. PTIN renewals, CPA and EA license calendars, CPE hours by person.
• Documentation. Job descriptions, org chart, HR SOPs, handbook upkeep, internal knowledge base.
• Performance and review cycle logistics: reminders, completion tracking, data prep. Logistics and prep, not decisions.
• Culture and engagement: offsite project management, surveys, milestones, welcome announcements.
• People data. Headcount and attrition reporting, and cleanup across Gusto, Monday, and Workspace.
• Use AI and automation so your reps go to judgment, not busywork.

Who this is for

The sharpest person in your program. Learns fast, works hard without being told twice, energized by a heavy workload. Three things we care about most:

Communication. You write clean, professional messages to candidates, employees, vendors, and outside counsel without them needing a rewrite. You follow up without being asked. You don't go quiet when something is stuck.

Judgment and discretion. You'll see comp, performance conversations, and personnel files. That information does not leave your hands. You'll also learn quickly what the COO needs to decide versus what you should just handle.

Logic and follow-through. You think in steps and notice when something doesn't add up. A new hire's state paperwork is missing, a candidate has been sitting in stage two for nine days, two systems disagree on someone's title. You catch it and say something instead of moving on.

And be honest with yourself about the manual work. A lot of this is checklists, forms, data cleanup, and scheduling. It is not always interesting. It still has to be right, because everything downstream depends on it. If tedious-but-important work drains you, this is not the right seat.

This is not for anyone who needs hand-holding or wants a comfortable lane.

Boundary on scope: anything carrying real legal exposure (classification calls, workplace investigations, terminations, comp decisions) is yours to prepare and the COO's to decide. You will never be left holding that alone.

The path: Perform and you convert to full-time, then keep climbing. Earned, not given.

Selection: We screen hard. Very few who apply are selected. If you're the right person, that should make you want this more.

Details

• $14 to $20 an hour, 30 to 40 hours per week.
• Fully remote.
• Year-round, running through until you graduate.

Requirements

• Pursuing a degree in human resources, business, accounting, communications, or a related program.
• Strong written communication. Be ready to show a writing sample or write something on the spot.
• Organized, accurate, fast. Comfortable in spreadsheets and picking up new software quickly.
• Discretion with confidential information, without needing to be reminded.
• Tolerance for repetitive work when the repetition is what makes the output correct.
• Hungry to grow into a full-time role and own it.