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Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates expertise in talent and performance management, with a strong focus on designing and implementing performance cycles, competency ladders, and job architecture. Proven ability to leverage agentic AI workflows for performance reporting and coaching within a people practice.
Highest-signal resume keywords
Talent ManagementPerformance Cycle DesignCompetency Ladder DevelopmentExecutive ReportingCoaching Directors and Managers
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Performance MetricsJob ArchitectureCalibration FacilitationAgentic AI WorkflowEvidence-Based Reviews
Soft Skills
CoachingDecision-MakingCollaboration
Tools & Technologies
Talent Management System
Industry Keywords
Employee LifecycleOnboardingPerformance ReviewsMerit CycleMulti-Country Experience
About the role
Key responsibilities & impact- Design one continuous employee lifecycle connecting hiring, onboarding, leveling, performance reviews, and employee growth
- Partner with Talent Acquisition to turn hiring insights into onboarding and performance signals and feed them back into future hiring
- Own competency ladders and job architecture across job families
- Design and run the performance cycle
- Partner with the VP of People on the merit cycle
- Implement agentic AI for review preparation, calibration analysis, and performance reporting with human checkpoints for ratings, pay, and jobs
- Own performance metrics and keep leadership reporting current
- Serve as the People partner for directors and managers on coaching, performance conversations, and difficult decisions
- Build manager capability in evidence-based reviews, calibration preparation, and defensible level decisions
- Hold the calibration line, including handling requests for exceptions
Requirements
What you’ll need- Talent and performance must be the candidate's expertise
- Designed and personally ran a full performance cycle at a company between 100 and 500 people
- Built job architecture or competency ladders from scratch across multiple job families and got managers to use them
- Experience with performance metrics and executive reporting
- Directly coached directors and managers
- Facilitated calibration with senior leaders
- Carried performance cases through termination across more than one state with a legal partner
- Ability to build and ship an 80% version rather than an enterprise version
- Agentic AI workflow experience inside a people practice, with performance at the center; must explain workflow, inputs, outputs, human-in-the-loop controls, and measurable changes
- Experience at 500+ people is ideally preferred/bonus-level, not required
- Bonus: stood up a talent management system; multi-country experience including employer-of-record arrangements; worked at a company that doubled headcount in under 18 months; partnered with a quota-carrying sales organization on ramp and performance management
Benefits
Comp & perks- Distributed workplace; remote hiring across North America and positions in the San Francisco office
- Meaningful equity on top of salary
- 90% of medical, dental, and vision coverage paid by Ent
- 75% of dependent medical, dental, and vision coverage paid by Ent
- Flexible PTO
- 12 weeks of fully paid maternity leave (birth, adoption, or foster)
- 8 weeks of fully paid paternity leave
- $100 monthly lifestyle account for fitness, wellness, learning, and more
- $500 home office stipend for remote employees