At Anchorage Digital, we are building the world’s most advanced digital asset platform for institutions to participate in crypto.
Anchorage Digital is a crypto platform that enables institutions to participate in digital assets through custody, staking, trading, governance, settlement, and the industry's leading security infrastructure. Home to Anchorage Digital Bank N.A., the first federally chartered crypto bank in the U.S., Anchorage Digital also serves institutions through Anchorage Digital Singapore, Porto by Anchorage Digital, and other offerings.
The company is funded by leading institutions including Andreessen Horowitz, GIC, Goldman Sachs, KKR, and Visa, with its Series D valuation over $3 billion. Founded in 2017 in San Francisco, California, Anchorage Digital has offices in New York, New York; Porto, Portugal; Singapore; and Sioux Falls, South Dakota. Learn more at anchorage.com, on X @Anchorage, and on LinkedIn.
With the evolving landscape of digital threats and an increasing volume of sophisticated attacks by malicious actors, we have a security policy mandating all new hires complete an in-person onboarding process - no exceptions. Security is our foundation and we prioritize physical identity verification and secure IT setup. While our security and IT logistics require physical presence to protect our infrastructure from sophisticated global threats, this move is equally about our Village culture. We believe that a laptop can be shipped, but our culture cannot.
As a Member of People Experience, you're the anchor behind every employee's journey at Anchorage Digital, from the moment they accept their offer to their next chapter after Anchorage. Your work is often someone's first and lasting impression of what it's like to work here.
You'll run onboarding, offboarding, and internal mobility day to day, resolve employee casework and route what belongs elsewhere, and manage immigration case logistics.
You'll also partner closely with our Infrastructure, Analytics, & AI team, bringing operational context to help identify and test automation that removes manual work from People Experience workflows, so the team can spend more time on the people in front of them.
We have created the Factors of Growth & Impact to help Villagers better measure impact and articulate coaching, feedback, and the rich and rewarding learning that happens while exploring, developing, and mastering the capabilities and contributions within and outside of the Employee Experience role:
Technical Skills:
Execute onboarding, offboarding, and internal mobility workflows day to day, managing handoffs across HRIS, payroll, and benefits accurately and on time.
Bring a deep understanding of employee lifecycle operations, plus working knowledge of related areas including immigration, total rewards, and data privacy considerations relevant to a regulated environment.
Demonstrate technical fluency across the systems that run Employee Experience operations, including Dayforce, Remote, Lever, and immigration platforms like Boundless.
Deploy and track completion of People, Legal and Compliance training within our HRIS.
Partner with the Infrastructure, Analytics, & AI team to flag repetitive workflows worth automating, and help test new tools before rollout.
Complexity and Impact of Work:
Define priorities and apply problem-solving skills to moderately complex casework and projects.
Manage the full lifecycle of employee casework and immigration cases, from intake through resolution, coordinating with outside counsel as needed.
Work through diverse challenges across the employee lifecycle that require thoughtful analysis and sound judgment.
Spot patterns across casework and feedback that point to friction in the employee experience, and know when to escalate them.
Contribute to process improvements that reduce manual work and strengthen data accuracy across the employee lifecycle.
Organizational Knowledge:
Understand how People Experience workflows connect to HRIS, Total Rewards, Accounting, and People Analytics, and apply that understanding to day-to-day planning.
Stay aware of engagement and survey findings the Analytics team surfaces, and factor them into day-to-day execution.
Stay current with evolving HR systems, tools, and best practices relevant to the role.
Contribute to hiring efforts through referrals, interviews, and recruiting participation.
Communication and Influence:
Communicate clearly across the full range of employee casework, from routine policy questions to process guidance.
Build strong working relationships with People Business Partners, Total Rewards, Accounting, and Infrastructure, Analytics, & AI so handoffs happen smoothly.
Communicate feedback themes and their implications clearly, so the right people can act on them.
Adapt communication style to the audience, whether that's an employee, a People Business Partner, or a technical partner.
You may be a fit for this role if you have:
5+ years of HR or People Generalist experience, preferably with at least some in a startup or high-growth environment.
Hands-on experience with HRIS platforms (Dayforce, Workday, or similar).
Experience partnering with technical or data teams on process automation or workflow tooling.
Strong attention to detail and the ability to manage multiple time-sensitive workflows concurrently.
Clear communication skills with a strong sense of ownership and a process-minded approach.
Although not a requirement, bonus points if:
You have experience supporting a global workforce.
You have experience coordinating company-wide training programs.
You were emotionally moved by the soundtrack to Hamilton, which chronicles the founding of a new financial system. :)
