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.