Fractional HR Lead (Tech Company)

We're hiring a fractional HR lead to own people operations for a distributed team spread across the US, Central Asia, Georgia, and Latin America. Roughly ten hours a week on retainer. You'll run payroll in Rippling, drive the recruiting pipeline in Workable and Hireflix, and build the onboarding and offboarding systems we don't have yet. This is a build role, not a maintenance role: the job is to leave behind systems that keep working when you're not looking at them.
About Us

Bolder Apps is a product development studio that partners with US-based startups and established companies to build and scale innovative digital products. We specialize in AI-powered development, full-cycle product creation, and engineering team augmentation. Our mission is simple: build bolder, faster, and smarter.
Our Culture & Values (read before applying)

We move fast. We take ownership. We work with AI, not against it. And we expect everyone to bring ideas, not wait for instructions.

There are no daily checklists, no micromanagement, and no corporate politics. Instead, you'll have autonomy, trust, and a team that's always ready to help you grow. At Bolder Apps, impact matters more than titles, and curiosity matters more than seniority.

If you want a place where you can level up fast and actually see your work making a difference - welcome aboard.
Responsibilities
- Own the monthly payroll cycle in Rippling. Run it, reconcile it against our internal numbers, and clear profile or account issues before they block someone's payment.
- Keep contracts and classifications clean. Every person has a signed agreement in the system, categorized correctly as W2, US 1099, or global contractor, with the right tax forms collected.
- Run the recruiting pipeline in Workable and Hireflix. Post roles, move candidates through stages, screen for English and professionalism, and hand hiring managers a ranked shortlist with a recommendation attached.
- Build the onboarding system we keep meaning to build. Data intake, account creation, document generation, signature collection, and a clean handoff to the manager for the first-week plan.
- Run offboarding end to end. Notice, final pay, access revocation across Google Workspace, Slack, Figma, and everything else, equipment return, and knowledge transfer confirmed with the tech lead before the last day.
- Write and maintain the SOPs, offer templates, and policy docs in one place, then revise them on a schedule rather than after something breaks.
- Keep PTO balances accurate, so a request for two weeks off doesn't come back showing three days of balance.