HR Manager – Talent and Culture

About IndieFolio

About the Role

Key Responsibilities

Talent Acquisition & Workforce Planning

• Own the end-to-end hiring strategy across teams (full-time + contractual roles).
• Partner with founders and hiring managers to plan talent needs aligned with business growth.
• Design and refine job descriptions, interview frameworks, and evaluation criteria.
• Build strong sourcing pipelines using job boards, communities, referrals, and social platforms.
• Ensure a consistently high-quality candidate experience.

Onboarding & Employee Experience

• Design and manage a structured onboarding experience that reflects IndieFolio's culture and pace.
• Ensure new hires are fully integrated—role clarity, expectations, tools, and team alignment.
• Continuously improve onboarding using feedback and data.

Culture, Engagement & Internal Communication

• Actively shape and nurture IndieFolio's culture across remote teams.
• Design and run engagement initiatives—team rituals, wellness programs, learning sessions, and culture-led events.
• Partner with leaders to proactively address morale, collaboration, and people challenges.
• Be the go-to person for employee concerns, feedback, and conflict resolution.

Performance Management & Talent Development

• Own performance review cycles (goal setting, reviews, feedback frameworks).
• Work with managers to identify growth paths, skill gaps, and development opportunities.
• Support leadership in building high-performing, accountable teams.
• Create learning and development initiatives aligned with team needs.

HR Operations, Systems & Compliance

• Own HR operations including documentation, policies, contracts, and records.
• Maintain and optimize HR tools (ATS, HRIS, engagement tools).
• Ensure compliance with employment laws and HR best practices.
• Build scalable HR processes that support growth without adding bureaucracy.

Data, Insights & Continuous Improvement

• Track and analyze HR metrics (hiring TAT, retention, engagement, performance outcomes).
• Use data to identify trends, risks, and opportunities.
• Present insights and recommendations to leadership for continuous improvement.

Requirements

• 4–7 years of experience across HR, Talent Acquisition, or People Operations.
• Experience owning HR processes end-to-end in a startup, agency, or fast-growing company.
• Strong understanding of hiring, onboarding, performance management, and culture-building.
• Comfortable working with HR tools, ATS platforms, and data.
• Excellent communication, stakeholder management, and problem-solving skills.
• High ownership mindset—you take initiative and don't wait for instructions.
• Strong alignment with values like accountability, curiosity, and collaboration.

30–60–90 Day Plan

First 30 Days – Context, Trust & Foundations

• Deep-dive into IndieFolio's business model, teams, and growth plans.
• Understand current HR processes, tools, and pain points.
• Build strong relationships with founders, managers, and team members.
• Review hiring pipelines, onboarding flow, engagement initiatives, and policies.
• Start owning active hiring needs.

Days 31–60 – Ownership & System Building

• Fully own recruitment cycles for priority roles.
• Improve onboarding structure based on feedback.
• Introduce or refine engagement and feedback mechanisms.
• Begin planning performance review frameworks and talent development initiatives.
• Start tracking and reporting core HR metrics.

Days 61–90 – Strategy, Scale & Impact

• Run HR operations independently with clear systems and accountability.
• Execute performance review cycles and development plans.
• Roll out engagement or culture initiatives with measurable impact.
• Present a clear HR roadmap aligned with IndieFolio's growth plans.
• Act as a trusted partner to leadership on people and culture decisions.