Role Overview:This is Indie's first dedicated People & Talent hire, and talent is the bigger half of the job. We have more demand than we have hands, and your first mandate is filling gaps fast - sourcing and closing strong FTEs and building a contractor bench that lets us flex with client work. The people-ops side: onboarding, comp, benefits, performance, compliance, is yours to run with a light touch, leaning on outside partners (PEO, counsel) where it makes sense. You'll report directly to the CEO and partner closely with senior leaders across client services, ops, and creative.
This role is a builder's job. You'll inherit some existing frameworks (onboarding plans, performance improvement processes, an org design) and be expected to systematize, improve, and own them end to end.
Key Responsibilities:Talent acquisition - Own full-cycle recruiting for FTE roles: sourcing, pipeline building, interview process design, offers, and closing - with speed as a core metric
- Build proactive pipelines for Indie's recurring needs across strategy, social & influencer, creative, and activation
- Own contractor sourcing and vetting: build a reliable bench of specialized talent across strategy, social, creative, and activation
- Optimize the contractor experience of working with Indie - onboarding, communication, payment reliability - so top contractors prioritize us
- Partner with leadership on the right FTE/contractor mix as the firm scales, advising on when a role warrants a conversion or a full-time hire
- Own onboarding: build a consistent 30-60-90 experience across departments
- Own employee offboarding: exit interviews, benefits continuation and documentation
Compensation & benefits- Build and maintain comp bands across roles and levels
- Administer benefits and own the annual renewal process
- Partner with finance/ops on headcount planning and payroll changes
- Administer parental leave, FMLA applicability, sabbatical leave programs, and accommodations
Performance & development- Own the performance review cycle and manager tooling
- Support leaders on performance improvement plans and difficult conversations
- Build lightweight career pathing as the org grows
Compliance & policy- Own multi-state employment compliance (NC, NY, and remote states)
- Own workers' comp and safety policy, claims, and incident reporting
- Maintain the handbook, policies, and required documentation
- Manage contractor classification hygiene as the contractor pool evolves
Culture & Operations- Partner with the ops team on team events, on-sites, and internal communications
- Be a trusted, confidential resource for employees at every level
Requirements
- 6-8 years across recruiting and HR, with a demonstrated track record filling roles fast - in-house TA at an agency, or agency-side recruiting with an in-house move
- Marketing/advertising industry experience required - you know the difference between a paid social strategist and a community manager, and you have a network in this world
- Experience sourcing and managing freelance/contractor talent pools, not just FTE pipelines
- Comfort building from scratch: you'd rather create a system than administer someone else's
- Working knowledge of multi-state compliance and contractor/FTE classification (or the judgment to bring in counsel when needed)
- High discretion - this role sees comp, performance, and org planning before anyone else
Reporting Relationship: CEOEducation & Experience: Bachelor's degree required; additional education or certification in HR, People, or a related field is a plus.
Performance Bonus: Annual performance bonus of $5,000-$10,000 tied to hiring outcomes (roles filled, time-to-fill, contractor bench quality)
Location: This role is based in Raleigh, NC with a hybrid schedule of three in-office days and two remote days each week.
Salary Description
$95,000-$110,000 + benefits & bonus eligibility
