People Partner, Talent Management

Harbor Compliance

About The Position

The People Partner, Talent Management, is a critical driver of organizational excellence, dedicated to building a high-performance organization, by empowering managers and teams. This role ensures that leadership has the necessary structure, data, and coaching to set clear expectations, evaluate performance fairly, and develop talent intentionally. By maintaining disciplined recruiting processes and actionable talent maps, you will enable every employee to contribute their best work and grow within the organization. Your work directly impacts our ability to attract, develop, and retain the top-tier talent required to achieve our most ambitious business goals.

Requirements

2 to 4 years of professional experience across HR Business Partnering, Talent Management, Recruiting, or People Operations.
Proven track record of coordinating complex, multi-step HR programs such as performance cycles and high-volume hiring workflows.
Demonstrated ability to manage time-sensitive processes and consistently meet deadlines in a fast-paced environment.
Experience utilizing HRIS and ATS platforms to manage workflows, scorecards, interview guides, and reporting.
Exceptional verbal and written communication skills with a focus on clarity, precision, and professional directness.
Strong organizational and planning capabilities, with a disciplined approach to prioritizing key business outcomes.
Ability to absorb information rapidly and generate pragmatic, realistic solutions to complex people challenges.
Proficiency in Google Workspace and modern collaboration tools like Slack and ClickUp.

Nice To Haves

Experience scaling talent processes within high-growth SaaS or technology organizations.
Advanced expertise in Rippling, specifically across HRIS and Recruiting modules.
Strong analytical mindset with the ability to leverage data and reporting to inform talent decisions.
Subject matter mastery in facilitating difficult professional conversations and management coaching.

Responsibilities

Own the execution of the full performance management lifecycle, ensuring 100% of goal-setting, mid-cycle, and year-end reviews are delivered on time.
Partner with managers to facilitate professional development and coaching, ensuring team members reach their full performance potential within 90 days of identified growth opportunities.
Drive a high-velocity recruitment process by ensuring interview loops are scheduled promptly and feedback is delivered.
Maintain comprehensive talent mapping for leadership and critical roles, refreshing performance, potential, and succession data on a quarterly basis.
Serve as a trusted advisor to managers and employees, providing proactive guidance on workplace best practices and organizational standards.
Facilitate high-quality calibration sessions by preparing all necessary documentation in advance to ensure predictable and fair performance outcomes.
Analyze employee relations trends to recommend and implement proactive interventions that enhance organizational health.
Translate broad business objectives into actionable HR initiatives that produce measurable results and support a culture of operational excellence.