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.