Team Performance Culture Manager

Remote | Full-time | 9 AM to 6 PM Eastern (flexible, we care about results, not clocks) | Fluent English requiredSalary: $1,100 to $1,500 USD per month plus performance bonuses.
The Goal of This RoleIf you are doing this job well, three things will be true about TopFoxx every single month:Culture is strong. The team operates with accountability, urgency, professionalism, and respect. People who do not align with our core values are coached, corrected, or offboarded.Everyone is high performing. Every department has clear KPIs, Rocks, and OKRs that are tracked, owned, and improving month over month.Systems run the company. There are SOPs, scorecards, and Asana structures for everything, and every SOP has been personally tested by you to confirm a layman could follow it.That is the job. Culture, performance, systems. Everything else supports those three outcomes.
About TopFoxxTopFoxx is a rapidly growing, women-owned NYC e-commerce brand creating luxury eyewear with real solutions: floating sunglasses, tangle-free aviators, foldable pocket sunnies, and mood-boosting lenses. We are a small, ambitious, fast-moving team scaling quickly.Our biggest opportunity right now is not product or marketing, it is culture, accountability, systems, and execution. We need someone who holds the standard daily, builds the structure that lets A-players thrive, and surfaces and offboards anyone not aligned with our core values.
Core MissionProtect, reinforce, and operationalize our culture, standards, accountability, urgency, professionalism, and execution consistency. You are the holder of the standard, every day, across the whole company.This is not a punishing role, it is a reinforcing and rewarding one. You catch people doing it right, praise them publicly, build incentives that reinforce the behaviors we want, and address misalignment quickly and directly. You are how we keep A-players happy and how we make sure we only have A-players.
The Stack You'll RunYou must be highly fluent in:Asana (you are the guardian of Asana)Slack (team communication and real-time culture monitoring)Shopify (our e-commerce backbone)Google Drive, Sheets, and Loom (documentation and SOPs)AI tools like Claude and ChatGPT, with the judgment to know the difference between a real, tested SOP and "AI slop" nobody can actually followWe expect you to leverage AI to move faster, but to personally pressure-test every output before it ships.EOS / Traction experience is highly preferred. You should already be fluent in Rocks, KPIs, scorecards, OKRs, L10 meetings, and accountability rhythms.
Key Responsibilities1. Culture and Accountability (The Main Job)Be highly active in Slack, Asana, meetings, and team workflows, monitoring communication, behavior, professionalism, and collaboration.Address issues immediately when standards are crossed. Pull people into quick 5-minute calls to correct behavior or clarify expectations.Prevent negativity, gossip, blame-shifting, passive aggression, or poor communication from spreading culturally.Catch and stop "AI slop" in the team's work, sloppy AI-generated outputs that have not been verified or thought through.Document concrete, evidence-based examples of both positive and negative behavior tied to our core values. No vague feedback.Use this documentation for coaching, promotions, reviews, warnings, and determining long-term fit.
2. Positive Reinforcement, Rewards, and Incentive ProgramsPublicly recognize employees who demonstrate ownership, urgency, preparation, communication, and professionalism.Run a steady cadence of small incentives (Amazon gift cards, shoutouts, peer recognition) for exceptional execution.Design and run structured incentive and commission programs for revenue-driving roles (sales, wholesale, paid media, retention), tying rewards directly to outcomes that move the business.
3. KPI, Rocks, and OKR OwnershipYou will not just tell people how they are doing, you will go in and check.Shadow each department to understand what people actually do day to day.Build KPI scorecards, quarterly Rocks, and OKRs for every department and role, with measurable weekly targets.Run check-ins, identify bottlenecks, fix root causes, and improve KPIs month over month.Our business is complicated with many moving parts. You will need to dig in to fully understand each role before setting standards for it.
4. Systems, SOPs, and Documentation (Quality-Controlled)Build TopFoxx's operating backbone from the ground up: clear SOPs, step-by-step playbooks, and Loom videos for every recurring process.Standardize folder structures, naming conventions, and templates in Google Drive.Personally test every SOP. Walk through it yourself end to end as if you were a new hire. If a layman cannot follow it without asking questions, it is not done. No AI slop, no theoretical playbooks, no "close enough."Re-test SOPs regularly. A stale SOP is worse than no SOP.
5. Coaching Leaders and ManagersSeveral people on our team are extremely talented in their craft but have never managed direct reports before. You will help build them into great managers.Coach team leads on how to actually manage: setting expectations, giving direct feedback, running 1:1s, holding people accountable, and developing them.Help managers raise the bar of the people they lead, not just delegate tasks.Sit in on tough conversations and model what a direct, professional, accountable conversation looks like.Identify when a manager is the bottleneck and coach them through it, or escalate to the Founder if the gap is too large.Build a simple internal playbook for "how we manage at TopFoxx."
6. Onboarding, 1:1s, and Career GrowthYou own how people are developed at TopFoxx, from day one through every stage of their career here.Run onboarding for every new hire: be present every day for the first 5 days, then check in twice a week for the next few weeks, then settle into a weekly cadence.Build a job scorecard for every role that defines what success looks like, what the KPIs are, and what "great" means at each level.Build a career growth plan for every team member that maps where they are now, where they could go, and what they need to develop to get there.Hold weekly 1:1s with team members to check in on progress, blockers, wins, and growth.Make development concrete, not theoretical. Every person should know exactly what they are working on, what they are being measured on, and what their next step looks like.
7. Asana and Project ManagementClean up and restructure workflows, create consistent naming conventions, and build repeatable project templates.Ensure every task has clear ownership and a deadline.Create tasks, follow-ups, reminders, and accountability checkpoints. Reinforce review timelines, urgency standards, and deadline ownership.
8. Interpersonal Conflict ResolutionAddress tension, confusion, or recurring friction between team members early before it damages culture or performance.Coach people toward direct, mature, solution-oriented communication.
9. Culture Presentations and Team DevelopmentCreate presentations, trainings, and workshops around our values and standards.Continuously teach the team what "great" looks like operationally and behaviorally, reinforced through real examples and coaching.
10. Hiring, Vetting, and Talent QualityConduct structured interviews that test judgment, ownership, and real execution ability.Check references thoroughly with hard, specific questions about reliability, speed, and integrity. Validate real past results, not buzzwords.Assess cultural fit against TopFoxx values of accountability, urgency, and clarity.Recommend final candidates to the Founder with clear, evidence-based rationale.
11. Operations Support and Role While culture, KPIs, and systems are your main focus, you will also help where the business needs it, including temporarily stepping into vacated roles so things do not fall apart while we hire a replacement.Be ready to absorb a vacated role short-term (customer service, ops support, project coordination).Structure workflows across Customer Service, Fulfillment, and Vendors. Create checklists for inventory and orders.Build Google Sheets trackers and handle general assistant tasks and project management for the Founder when required.
12. Reporting and Leadership VisibilityProvide leadership with recurring reports on:Cultural health, team accountability, and communication quality.Strong performers, team risks, operational bottlenecks, and alignment with core values.KPI, Rock, and OKR progress across every department, month over month.Manager development progress: who is growing into a strong leader, who is stuck.
What We're Looking For5+ years in operations, project management, performance management, or systems building, with direct experience holding teams accountable and driving culture, not just managing tasks.Experience coaching first-time managers into strong leaders.Experience building KPI scorecards, Rocks, OKRs, and career growth plans that drove measurable improvement month over month.Experience creating SOPs and playbooks that people actually use day to day.Strong command of Asana, Slack, Shopify, Google Drive, Sheets, and Loom.Strong AI fluency (Claude, ChatGPT) and judgment to know when an AI output is good vs "slop."Excellent persuasive written and verbal English. You will be coaching, presenting, and writing for the whole team.Comfortable having direct conversations when standards slip, without being harsh or political.Startup or fast-growing small business experience preferred. E-commerce is a strong plus.EOS / Traction experience (Rocks, KPIs, scorecards, OKRs, L10s) is highly preferred since this is the system we are implementing.
What You Get$1,100 to $1,500 USD per month plus performance-based bonuses, based on experience.Fully remote with flexible hours around 9 AM to 6 PM Eastern.Direct access to the Founder and leadership team.Opportunity to grow into senior leadership as we scale.Free TopFoxx products. Paid time off.