Assistant Director, Performance Management

HarbourVest Partners•Boston, MA

2d•$120,000 - $140,000•Hybrid

About The Position

For over forty years, HarbourVest has been home to a committed team of professionals with an entrepreneurial spirit and a desire to deliver impactful solutions to our clients and investing partners. As our global firm grows, we continue to add individuals who seek a collaborative, open-door culture that values diversity and innovative thinking. In our collegial environment that’s marked by low turnover and high energy, you’ll be inspired to grow and thrive. Here, you will be encouraged to build on your strengths and acquire new skills and experiences. We are committed to fostering an environment of inclusion that promotes mutual respect among all employees. Understanding and valuing these differences optimizes the potential of both the individual and the firm. HarbourVest is an equal opportunity employer. This position will be a hybrid work arrangement. You will receive 18 remote workdays per quarter to use at your discretion, subject to manager approval. For example, you may choose to work in the office 4 days per week and take one remote day weekly (typically 13 weeks per quarter), leaving 5 additional remote days to be used as needed. Join our team as an Assistant Director, Performance Management at HarbourVest Partners! You will play a meaningful role on the Human Resources team supporting the build, administration, and ongoing enhancement of global performance management and pay-for-performance processes. This role is focused on annual performance cycles, feedback, calibration, promotions, manager enablement, data rigor, analytics, and close partnership with Compensation, HR Business Partners, and business leaders. The ideal candidate is someone who is: Able to bring structure, clarity, and momentum to complex people processes that involve multiple collaborators, timelines, and sensitive data. A demonstrated self-starter with a strong degree of adaptability. Passionate about building clear, scalable, and employee-centered performance management processes. Adept at managing multiple priorities and recurring business cycles in a fast-paced environment. Driven to maintain the highest standards of data integrity, confidentiality, and follow-through. Comfortable partnering across HR teams and with business leadership to support consistent execution.

Requirements

Experience with performance management and talent processes, calibrations, promotions, job leveling, and pay for performance related processes.
Strong project management, organizational, and follow-through skills, with experience managing recurring processes involving multiple collaborators, deadlines, dependencies, and sensitive information.
Strong analytical, critical thinking, and problem-solving skills.
Workday, Power BI, survey tools, or performance management platform experience ideal.
Interest in scalable reporting solutions, refining processes, and practical implementation of HR technology.
High degree of discretion, trustworthiness, and integrity, with outstanding attention to detail and a zero-defect approach to sensitive employee and performance data.
Established interpersonal, verbal, and written communication talents, featuring the skill to prepare clear documents aimed at both employees and managers.
Bachelor of Arts (B.A.) or Bachelor of Science (B.S.) degree or equivalent experience.
6+ years of experience in performance / talent management, or a similar Human Resources position preferred.
Management experience and a passion for developing HR talent.

Responsibilities

Lead and support performance management routines, including goal setting and development plan frameworks, as well as in-year and year-end performance review processes.
Manage feedback collection efforts, covering twice-yearly feedback sessions, training, reporting, and follow-up with HR partners and business leaders.
Support calibration and promotion processes, including process planning, meeting preparation, data validation, analytics, documentation, follow-up actions, and alignment with pay-for-performance governance and job leveling.
Collaborate with Learning and HR Business Partners to assist in manager optimization, performance and development training, etc.
Find opportunities to improve performance processes for clarity, scalability, efficiency, and user experience, including the use of HR technology, automation, improved analytics, and AI-enabled tools where appropriate.
Partner with Compensation to support year-end pay for performance related activities, including performance and promotion data preparation, manager/HRBP support, validation, reporting, and process coordination. Help translate performance outcomes into clear, well-governed inputs for pay decisions, ensuring consistency, accuracy, and defensibility across processes.
Support special projects including engagement survey routines and change initiatives related to performance management, skills building and talent strategies, etc.