Director, People Performance & Measurement

Nscale•San Francisco, CA

About The Position

Nscale is seeking a Director, People Performance & Measurement to build and embed a performance and feedback culture. This role will own the system for assessing, rewarding, and improving performance, in close partnership with the compensation team. The ideal candidate will have experience building company-wide performance or measurement systems in fast-scaling organizations and will partner closely with various functions to ensure their metrics are real and measurable. This role requires an operator mindset, hands-on involvement in building and running performance mechanics, and the ability to design for genuinely different business contexts.

Requirements

Experience building a company-wide performance or measurement system spanning team and individual, at a large or fast-scaling organization.
Experience presenting performance systems to senior leadership and holding your own.
Experience working across more than one kind of business, not one function repeated.
Proven ability to design for genuinely different business contexts rather than stretch one template across all of them.
Experience partnering closely with compensation teams.
Operator mindset; hands-on involvement, not delegating the hard parts.
Ability to run the performance mechanics once built, not just hand them off.
Ability to lock functional metrics and goal cascade for every vertical, agreed with function leads, before a quarter starts.
Ability to stand up the mechanics that connect a rating to reward and take it in front of senior leadership.
Ability to run the first full quarterly cycle and year-end calibration.

Nice To Haves

Experience with Sales, Data Centers, and Engineering performance measurement.
Experience designing for contexts where almost nothing runs the same way twice.

Responsibilities

Build the system that makes clear how we assess, reward, and improve performance.
Build and embed the performance and feedback culture, including cadence, tooling, systems, and manager/team engagement.
Own the requirements for our performance tech platform, working directly with engineering.
Drive the goal cascade, functional performance metrics and reporting, and the line that connects a rating to reward.
Partner with each function (Sales, Data Centers, AI Infrastructure, Cloud/Software) to ensure their measurements are real and measurable.
Run the center of expertise for performance, ensuring consistency in how 'Exceptional' is defined and applied.
Co-run calibration with People Partners at year-end.
Lock functional metrics and goal cascade for every vertical, agreed with function leads, before a quarter starts.
Stand up the mechanics that connect a rating to reward and present to senior leadership.
Run the first full quarterly cycle and year-end calibration.