Primary Responsibilities

Refine our performance review design 

Translate our performance goals, philosophies, and frameworks into simple, consistent processes that strengthen culture and business needs. 

Apply human-centered design to our performance process to reduce friction and improve user experience. 

Configure and optimize our learning and performance platforms to support the process 

Deliver a seamless performance review process 

Design our schedule in advance and ensure buy in and commitment across all key contributors 

Prepare all tools and materials needed to make the cycle successful, including: 

Resources and guides for team members 

Data on each team member’s career progression and performance metrics, and qualitative feedback to inform the benchmarking process  

Structuring feedback questionnaires in our Performance Management System 

Communicate and shepherd all participants through the multi-step process: 

Ensure participants across the firm have clear and advance communication about the cycle timing and steps 

Conduct training to ensure that everyone understands and can get the most out of the process 

Deliver seamless customer support, rapidly troubleshooting individual issues as they arise 

Serve as the primary administrator of our performance management system, ensuring the platform is easy to use, data is accurate, and issues are resolved quickly 

Project manage the contributors involved in each cycle, keeping timelines on track and resolving bottlenecks 

Facilitate the Career Management Council (CMC) sessions, ensuring that we use our time efficiently without compromising the goal of benchmarking performance consistently across all cohorts 

Constantly iterate on the process 

Capture feedback from managers, employees, and leadership to identify improvements. 

Track and analyze participation, feedback quality, and process data to refine future cycles. 

Enhance system configuration, reporting, and automation. 

Connect the outcomes of the process to firmwide initiatives to improve performance 

Use feedback and data insights to inform and adapt learning and development offerings. 

Partner with leaders and individuals to link review outcomes to career growth and firm-wide performance initiatives. 

Qualifications

Required skills and qualifications: 

Experience: 4 years in People Operations, HR, or a related field, with a strong focus on performance management, talent development, or people processes. 

Process management: Proven ability to design and run structured processes end-to-end, balancing meticulous attention to detail with efficiency. 

Project management: Skilled at managing timelines, tracking key dependencies, coordinating stakeholders, and keeping complex initiatives on track. 

Communication: Excellent written and verbal communicator who can distill complex concepts into clear, practical guidance. 

Facilitation: Comfortable leading discussions with senior leaders and ensuring balanced, constructive dialogue. 

Analytical skills: Ability to work with data, identify trends, and translate insights into recommendations. 

Tools: Familiarity with performance management platforms (e.g., Engagedly, Lattice, Culture Amp, BambooHR) and general HR systems. 

Mindset: A blend of operator and designer — excited both to build systems and to run them with consistency, cycle after cycle.