Head of Performance & Talent Planning

Stripe

About The Position

Step into a pivotal leadership role where you will sculpt the future of our talent at Stripe. We are seeking a visionary with a ‘Users First’ mindset to spearhead critical, company-wide talent practices that ensure every Stripe is in the right role at the right time, fueling our culture of high performance, agility, and growth. Your impact will span the entire employee journey - amplified by an AI-led approach: Lead best in class performance management strategies that combine human judgement with AI-driven insights. Continuously engage and empower Stripes, driving development and fostering a culture of feedback and excellence. This includes strategies for recognizing/accelerating high performers, empowering managers and leaders, and rigorously managing performance gaps. Establish foundational job architecture informed by data and AI-enabled models to ensure clarity and consistency, while also proactively driving changes in roles and clarity in response to major technology shifts and the need for re-imagination. Empower Stripes with clear, consistent understanding of their roles to inform performance assessment and provide a framework for professional growth and the pursuit of their career ambitions at Stripe. Lead talent & succession practices, securing the continuity of our business critical roles, ensuring that as Stripes move to their next opportunity—internal or external—the organization remains robust, agile, and prepared for the future. You will collaborate closely with the CPO, the People Leadership Team, Head of People Development, senior people leaders, and business leaders across Stripe, shaping the trajectory of talent in one of the world's most dynamic technology environments. Join us to build a talent ecosystem that powers the future of the internet's economy.

Requirements

10+ years of progressive HR People and/or talent management experience in high-growth tech or similarly fast-paced industries.
Proven expertise in leading performance management, high-potential talent assessment, succession planning, critical role identification, and leading job architecture initiatives.
Strong business acumen and ability to influence at the Sr. Leader and Executive level.
Experience building what’s right for stripe from the ground up, and thriving in ambiguity.
Exceptional communication, facilitation, and data storytelling skills.
Systems and product thinking with proven ability to partner with People Systems teams to build customized talent platforms.

Nice To Haves

Comfortable with Workday is ideal and familiar with other similar talent platforms.

Responsibilities

Design and run end-to-end performance practice (philosophy, mid/annual reviews, feedback, calibration, uplevels), utilizing AI for data analysis and objectivity, that is rigorous, equitable, and actionable.
Lead the performance process that identifies high performers and high potentials for uplevels; and connects to talent planning practices to help identify and retain top talent through, stretch roles, and investment—ensure rigorous evidence, calibration, and auditability, possibly leveraging AI insights.
Define Performance Management policies, timelines, templates, and systems with cross-functional partners and leaders; partner heavily with Compensation on process, and with People Partners and People Consultants’ seamless execution, potentially utilizing AI tools within enablement and streamlining process.
Oversee centralized talent review processes that align with performance calibration and internal mobility programs.
Ensure talent practices are scalable, providing clear, simple enablement so that People Partners and People Consultants can effectively execute.
Partner with People Systems to identify and implement tools and tech to support talent planning at scale at the right pace for Stripe.
Monitor and evaluate talent practice effectiveness through KPIs, dashboards, and business impact.
Lead a multi-year ‘Stripe-right’ integrated, consistent, agile succession planning strategy focused on identifying and developing successors for critical roles, leveraging AI for predictive modeling and enhanced insights.
Own and lead a multi-year ‘Stripe-right’ integrated, consistent, agile succession planning strategy focused on identifying and developing successors for critical roles, partnering closely with People Development and securing tooling to enable efficiency and transparency, potentially utilizing AI-driven platforms.
Partner with Sr. People leaders [People Partners] to assess bench strength, talent risk, and leadership readiness across all functions, informed by AI-driven talent analytics.
Embed succession planning into business rhythms, including work force reviews and strategic planning moments, using AI to streamline data gathering and prediction.
Evolve current job architecture resources towards a ‘Stripe-right’ standardized, clear approach that supports career growth, pay equity, and workforce planning, helping to drive proactive changes as technology shifts necessitate re-imagining roles and ensuring clarity.
Partner closely with Sr. People leaders, Total Rewards and Recruiting to align roles, leveling, and ‘skills’ across the company.
Enable stripes with transparent career frameworks that support progression, mobility and capability building.
Serve as a trusted advisor and partner to Sr. Business and People leaders on organizational design, talent strategy and workforce planning.
Stay ahead of talent trends in tech and infuse innovation for how we think about talent readiness and growth.
Champion Stripe’s culture of obsessing over talent by holding a high performance bar.
Lead a holistic strategy for performance management, talent planning, succession, and job architecture that scales with Stripe’s growth and product roadmap, while staying ahead of talent trends in tech and infusing innovation for how we think about talent readiness and growth.
Lead a high-performing, agile team to deliver the strategy and partner with People Partners, People Consultants and business leaders to operationalize it.
Serve as a thought partner to executives on talent risks, org health, and leadership development priorities.
Lead the shift to AI-first talent systems, augmenting manual performance and talent workflows to boost efficiency and impact.
Drive the integration of AI tools and capabilities into team workflows, ensuring upskilling and ethical usage.