Performance and Talent Manager

Optro

1d•Remote

About The Position

Having surpassed $300M ARR and continuing to grow, Optro is the leading audit, risk, ESG, and InfoSec platform on the market. More than 50% of the Fortune 500, including 7 of the Fortune 10, leverage our award-winning technology to move their businesses forward with greater clarity and agility. Optro is top-rated on G2.com and Gartner Peer Insights. At Optro, we inspire each other to innovate and are proud of what we are producing. We spend each day thinking of new ways to help our customers and contribute to the greater good of our company and our surrounding communities. We are all about assisting each other and breaking through barriers to create the most loved audit, risk, ESG, and InfoSec platform by our customers. This is how we have become one of the 500 fastest-growing tech companies in North America for the seventh year in a row, as ranked by Deloitte! Optro is a high-performance organization, and we believe that maintaining a high bar for excellence is a competitive advantage. As a Performance and Talent Manager you will design the global frameworks that define, measure, and accelerate high performance. Your mission is to evolve our performance management into a dynamic, continuous growth engine. You will create programs that enable leaders to identify our "high-potential" (HiPo) talent and build the pathways to ensure they are the future leaders of our organization. In this role, you will operate with a high degree of autonomy as a key partner to our People Business Partners (PBPs) and leaders.

Requirements

7+ years in Talent Management or HRBP roles, with a proven track record of designing performance systems for high-growth global companies.
Ability to spot "potential" beyond just "current performance."
High EQ; able to challenge a senior leader on their team’s ratings while maintaining a strong partnership.
Comfortable using talent data to predict turnover risks and identify "leadership gaps."
Ability to navigate complex, ambiguous situations by balancing legal risks with cultural impact, consistently making objective decisions that uphold our high-performance standards.
Ability to translate complex legal requirements into actionable advice, and comfortable delivering difficult news or coaching senior leaders through sensitive issues.
Experience working within a fast-growing SaaS or tech company.

Nice To Haves

Preference for candidates with Workday Talent experience.

Responsibilities

Develop Optro’s performance philosophy. Shift from "compliance-based reviews" to "impact-based conversations" (e.g., continuous feedback, and bi-annual formal check-ins).
Partner with PBPs to lead calibration sessions, ensuring performance ratings are equitable, bias-free, and consistent across different regions and functions.
Create the "How-To" for leaders—equipping them to have difficult performance radical-candor conversations and to set high-bar expectations.
Implement a global talent assessment model (e.g., 9-Box) to identify high-potential employees.
Build and maintain the "bench" for critical roles, ensuring we have a clear internal pipeline.
Design "High-Potential Programs" to retain and grow our top 5–10% of talent.
Collaborate with the Comp/Total Rewards team to ensure performance ratings directly and transparently influence merit increases, bonuses, and equity grants.
Define the criteria for "Readiness" vs. "Performance" to ensure promotions are based on future capability, not just past tenure.
Partner with PBPs to define what "Good," "Great," and "Exceptional" look like for every job family.
Build visual career paths so every employee at every level knows exactly what skills they need to reach the next "rung" of the ladder.