Chief of Staff

About GC + SOHO Brands

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GC + SOHO Brands designs and sells officially licensed sports apparel through two divisions: Gameday Couture (wholesale) and Shop The SOHO (direct-to-consumer). We are a lean, growing team based primarily in Dallas–Fort Worth, supported by outside partners in manufacturing, fulfillment, logistics and technology.

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Role overview

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The Chief of Staff is a senior, hands-on leader who reports directly to the CEO and President and is responsible for how the company runs day to day. This person leads team management, HR and onboarding, KPI management, company processes and cross-functional execution across both divisions.

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We’re looking for a self-directed operator who takes ownership, sets priorities, makes sound decisions within their scope and follows through. The right person brings structure to a growing organization: clear roles, clear goals, consistent processes and a regular operating rhythm the whole team can rely on.

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Reporting and scope

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• Reports to: CEO and President.
• Scope: both divisions, wholesale and direct-to-consumer, across a team of roughly 15–18 people.
• Works closely with: department leads in design and product development, licensing, production, sales, marketing and e-commerce, as well as our controller and executive assistant.
• Oversight: day-to-day oversight of team workflow, KPIs and accountability across the company.
• Decision-making: owns day-to-day operational decisions within an agreed budget and scope. Brings hiring, termination, major spending and vendor decisions to leadership with a recommendation.

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What you’ll own

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Team management and accountability

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• Serve as the team’s primary point of contact for workload, priorities, roadblocks, new ideas and day-to-day issues.
• Run regular one-on-ones and team check-ins.
• Set clear expectations, and hold team members accountable for deadlines, deliverables and quality.
• Resolve routine people, workload and workflow issues directly.
• Identify skill gaps, workload imbalances and structural issues, and recommend solutions.
• Support hiring by defining roles, coordinating interviews and helping evaluate candidates.
• Manage, develop and expand the responsibilities of the executive assistant role.

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HR and onboarding

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• Lead onboarding for every new hire, including offer paperwork, equipment and system access, training plans, introductions and 30/60/90-day check-ins.
• Serve as the first point of contact for day-to-day HR questions on policies, time off, benefits enrollment and general employee matters.
• Maintain employee files, the employee handbook and company policies, and keep them current.
• Coordinate with outside HR, payroll and benefits providers as needed.
• Lead offboarding, including access removal, equipment return and documentation.
• Bring sensitive or complex employee matters to leadership promptly.

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KPI management

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• Work with each team member and department lead to define clear, measurable, role-level KPIs.
• Build and maintain a simple KPI dashboard or scorecard for the company.
• Review KPIs on a regular cadence with individuals and departments.
• Report KPI results, trends and concerns to leadership.
• Use KPI results to drive performance conversations, process improvements and resourcing recommendations.

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Process, protocol and the company resource hub

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• Audit where every document, system, drive, folder, spreadsheet, process and SOP currently lives.
• Consolidate them into one organized, searchable company resource hub with clear naming, ownership and access permissions.
• Write, update and maintain SOPs for core processes across departments.
• Establish clear protocols for how work is requested, handed off, approved and tracked.
• Make sure the team follows established processes, and refine them as the business changes.

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Cross-functional execution

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• Translate company priorities into actionable plans with owners, timelines and milestones.
• Track progress on key initiatives across product development, licensing and approvals, production, sales, marketing and e-commerce.
• Spot risks, bottlenecks and missed handoffs early, and drive them to resolution.
• Coordinate across departments so that seasonal calendars, approvals, production timelines and launches stay on track.

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Operating rhythm and communication

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• Plan and lead weekly team meetings and regular leadership check-ins.
• Prepare agendas, capture decisions and own follow-up after every meeting.
• Provide leadership with a regular written update on progress, risks, KPIs and decisions needed.
• Improve internal communication across a team that works mostly remotely.

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Systems and tools

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• Evaluate current project management, communication and file-sharing tools.
• Recommend, implement and drive adoption of improvements.
• Keep system access, permissions and tool usage organized and documented.

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Office and workplace

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• Lead planning and setup of the company’s first DFW office space, including requirements, site search, lease coordination, build-out, vendors and move-in.
• Help develop the in-office schedule and workplace policies once the office opens.
• Manage day-to-day office operations, vendors and supplies after opening.

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What this role is not

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• Not finance or accounting. Financial reporting and accounting are handled by our controller.
• Not hands-on design, licensing or production work. Dedicated team members own that work. This role keeps it organized, on schedule and accountable.
• Not a sales role. This role supports sales operations through process and coordination but does not manage accounts.

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Your first 90 days

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• Days 1–30: Learn the business, both divisions and the seasonal calendar. Meet one-on-one with every team member and department lead. Map current processes, tools, documents and pain points.
• Days 31–60: Launch a weekly meeting and reporting rhythm. Draft role-level KPIs with each team member. Begin consolidating the company resource hub. Take over onboarding and day-to-day HR questions.
• Days 61–90: Finalize the KPI scorecard and review cadence. Publish the first set of core SOPs. Present leadership with an operating plan for the rest of the first year, including an office plan.

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First-year priorities

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1. Become the primary point of contact for day-to-day team matters across both divisions.
2. Put clear KPIs in place for every role, reviewed on a regular cadence.
3. Complete the company resource hub, and document core SOPs and protocols.
4. Standardize onboarding, offboarding and routine HR processes.
5. Deliver the new DFW office, from planning through move-in.
6. Improve on-time delivery across product, licensing approvals, production and launches.

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How success is measured

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• Team issues and HR questions are handled promptly and at the right level.
• Every role has clear KPIs that are tracked and reported on a regular cadence.
• Project, approval and production timelines are met more consistently, with risks flagged early.
• Company documents, systems and SOPs live in one organized, current hub, and the team uses it.
• New hires are onboarded consistently and get up to speed faster.
• Leadership receives clear, regular visibility without having to chase updates.
• The DFW office is planned, delivered and running.

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The annual performance bonus is tied to operational milestones and KPIs agreed on at hire.

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Qualifications

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Required

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• 8-12+ years of professional experience, including significant time in operations leadership, chief of staff, general management or business operations roles.
• Proven experience directly managing people, and holding a team accountable to goals and deadlines.
• A track record of building processes, KPIs and operating structure in a growing or entrepreneurial company.
• Strong working knowledge of HR fundamentals, including onboarding, policies, documentation and employee relations basics.
• Exceptional organization and attention to detail, with the ability to manage many moving parts at once.
• Clear, direct written and verbal communication.
• Comfort with collaboration and project management tools (for example Google Workspace or Microsoft 365, Slack, Asana, Monday or ClickUp).
• Based in, or willing to relocate to, the Dallas–Fort Worth area.

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Preferred

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• Experience in apparel, licensed or consumer products, wholesale, retail or e-commerce.
• Experience leading remote or hybrid teams.
• Experience opening or setting up an office or facility.
• Experience centralizing documentation or building a company knowledge base.
• HR certification (SHRM-CP, PHR or similar) is a plus but not required.

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Work environment

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• Location: Dallas–Fort Worth area required.
• Schedule: full-time. Currently remote with regular in-person collaboration, moving to a hybrid in-office schedule once our DFW office opens.
• Travel: primarily local within DFW, with occasional travel as needed.

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Compensation and growth

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• Competitive base salary that reflects a senior leadership role.
• Annual performance bonus tied to operational milestones and KPIs.
• Opportunity to grow into broader leadership responsibilities as the company scales.