Head of People & Culture

IndieFolio is rethinking the traditional creative agency model by enabling brands to build flexible, high-performing creative teams on demand. We work with some of the biggest brands in India across design, video, and content, powered by a curated talent network and smart systems. As we scale, culture, people systems, and talent quality become critical. We’re looking for an HR Manager who doesn’t just “run HR” but actively shapes how people experience IndieFolio—from hiring to growth to long‑term engagement. About the Role As HR Manager – Talent & Culture , you will own the people function end‑to‑end. This is a hands‑on, high‑impact role for someone who enjoys building systems from scratch, partnering closely with leadership, and creating a workplace where people do their best work. You’ll balance strategy + execution —from hiring and onboarding to performance cycles, engagement programs, and culture design. This role is ideal for someone who wants real ownership and the chance to influence how a fast‑growing creative‑tech company scales. 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. #J-18808-Ljbffr