HR Manager

WHY TEXTUS

TextUs on a mission to revolutionize business communication by enabling seamless and impactful engagement between workers and consumers. With a focus on innovation, ease of use, and delivering measurable results, our strategy is rooted in creating tools that outperform other messaging solutions while fostering trust and value for our customers and stakeholders.

At TextUs, every team member is empowered to make a difference. Our collaborative and data-driven culture, combined with the guidance of a proven leadership team, ensures you have the resources and support to excel. Together, we’re building the future of mobile-first, conversational engagement and redefining what’s possible for businesses and their stakeholders.

TextUs has a strong foundation, a leadership team that moves fast, and a real opportunity to build something that lasts. This role exists because we're ready to invest in our people — not because we're in crisis, but because we know culture, performance, and retention don't take care of themselves.

The Opportunity

We're a Denver-based company with a team that is talented, warm, and genuinely good at what they do. The last couple of years have been hard in the ways that hard years in a high-growth company often are — priorities shifted, some things got deprioritized, and the team felt it. We know that. This role is about closing that gap.

You'll be the HR function — owning the full people lifecycle, driving culture intentionally, and serving as a thought partner to a leadership team that is excellent at executing and needs someone who will proactively bring the people perspective to the table, even when it isn't asked for.

This is not a build-from-scratch situation. The infrastructure exists. What's needed is someone who can make it better, make it consistent, and make it feel like something employees actually value.

What success looks like in year one: Employees feel seen and supported. Performance conversations are happening consistently and people understand why. Cross-functional connection is stronger. Glassdoor is trending back up. And leadership has a trusted partner who brings solutions, not just problems.

What You'll Own

Culture and Engagement

• Take active ownership of culture — not as a side project, but as a core part of your role
• Identify and close the gaps between stated values and lived experience; "all for one" should feel real, not aspirational
• Build connection across a siloed organization — create moments and rhythms that foster relationships beyond work projects
• Monitor and respond to engagement signals before they become retention problems
• Own our Glassdoor presence and the experience behind it

Performance Management

• Build a performance management process that managers actually understand and trust
• Create clarity on what performance conversations are for, how they work, and how they connect to compensation and growth
• Coach and support managers through difficult conversations — don't just document the process, develop the people running it
• Make the review cycle feel meaningful rather than administrative

Talent and Recruiting

• Own recruiting for a primarily attrition-driven hiring plan, partnering with contract recruiters as needed rather than building an in-house function
• Move fast without cutting corners; we hire for fit and capability, not convenience
• Build and maintain a candidate experience that reflects our culture

HR Operations

• Manage day-to-day HR operations with efficiency — benefits, compliance, employee relations, onboarding, and offboarding
• Leverage HR technology and automation to reduce administrative lift and improve consistency
• Handle coordination needs with professionalism and discretion (board meeting logistics, travel, event coordination)
• Maintain HRIS data integrity and reporting

Thought Leadership and Strategic Partnership

• Proactively bring the people perspective to leadership — offer unsolicited input when you see something that matters
• Come to the table with options, not just observations: "here are three ways we could approach this"
• Balance a leadership team that is execution-oriented with the longer-view people and culture perspective they need
• Be a credible voice on retention risk, team health, and organizational design as we grow

What We're Looking For

• 5+ years of HR experience, including at least 2 in a generalist or standalone HR role
• Demonstrated experience building or improving performance management processes that actually worked
• A track record of driving culture intentionally — not just describing it
• Strong judgment and critical thinking; you solve problems before they're handed to you
• Comfort operating in ambiguity and without a lot of top-down direction — you bring the direction
• Experience with HR automation, workflows, and HRIS systems; you make the technology work for the team
• Ability to handle hard conversations with care and confidence — layoffs, performance concerns, exits
• Full-cycle recruiting experience; comfortable owning searches directly and coordinating with contract recruiters
• Denver-based with the ability to come into the office regularly — hybrid expectations will increase as we grow

How you think matters as much as what you know. Our leadership team moves fast and doesn't have bandwidth to be your sounding board on every decision. We need someone who comes with a point of view, has done the thinking, and can say: here's what I'm seeing, here's what I recommend, and here's why. Proactive beats reactive every time here.

This role is probably not for you if you need a lot of structure and direction to get started, you're more comfortable maintaining systems than improving them, you prefer to stay in your lane rather than weigh in on things outside your direct scope, or you see HR as primarily a compliance and administrative function.

• Initial Call w. HR (30 mins via Zoom Video)
  • Topics: Culture, logistics 
• Interview w. Hiring Manager (45 mins via Zoom Video)
  • Topics: Culture, skills, role overview
• Rembrandt Assessment
  • The Rembrandt assessment allows TextUs to assess how your personality fits within the role and the TextUs culture
• Interview w. Finance Team (30 mins via Zoom Video)
• • Topics: Culture, logistics 
• Interview w. CEO (30 mins via Zoom Video)
• Leadership Presentation/Panel (45 mins via Zoom Video)

EMPLOYMENT DETAILS

• Job Type: Full time
• Compensation Range: $110-120K
• Location: Remote (US) / Headquartered in Denver, CO
  • Very flexible hybrid set-up. We want this person to be in the Denver area who can go into the office as needed
• Target Start Date: 2 weeks from offer date
• # hires for this role: 1
• Reporting to: Director of Finance

By submitting your resume for this role, you consent to communication via text and email. There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.

TEXTUS BENEFITS INCLUDE

• Competitive pay
• Health / Dental / Vision Insurance
• HSA contributions
• 401K with company match
• Unlimited PTO
• Cell phone + internet reimbursement for $100/month.
• One-time $1,000 home office stipend once you’ve been with TextUs for 6 months
• Up to 12 weeks of Parental Leave
• 12 holidays + EOY Closure (schedule here)
• U.S. remote first with optional WeWork office space in downtown Denver, CO

TextUs does not discriminate based on race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. We are committed to providing an inclusive and welcoming environment for all members of our staff, volunteers, subcontractors, vendors, and clients.