Performance Partner

Tubi•Los Angeles, CA

4d•$97,500 - $135,700•Hybrid

About The Position

Tubi is creating a Performance Partner role to focus on supporting managers end-to-end in developing and managing their teams. This role will own the end-to-end Performance Improvement Plan (PIP) process, partner closely with HRBPs to develop and execute strategic talent programs, and drive manager effectiveness across the organization. This is a highly visible role that sits at the intersection of performance management, talent strategy, and manager enablement — ideal for someone who wants to build and own a program from the ground up. This is an individual contributor role reporting to our VP of People. This role will be hybrid and can be based in SF/NYC/LA/Toronto.

Requirements

3+ years of HR, People Operations, or HRBP experience within a high-growth company, with direct experience managing performance improvement processes
Experience partnering with HRBPs or business leaders to design and execute HR programs for a team or function
Demonstrated ability to solve complex, undefined HR problems and advise on trade-offs in ambiguous situations
Experience coaching managers on performance management, difficult conversations, and documentation best practices
Strong track record of using HR data and workforce trends to inform program design and decision-making
Experience leading or contributing to multi-team initiatives (e.g., systems rollouts, performance process refreshes)
Knowledge and experience with HR tools, performance management systems, and data/reporting techniques
Workday experience; other HRIS systems a plus
BA/BS degree from a four-year accredited university preferred
Strong writing skills, particularly for performance documentation

Nice To Haves

You can hold structure and empathy at the same time — able to guide a manager through a difficult PIP while keeping the process fair, consistent, and legally sound
You're comfortable owning a program end-to-end, including solving complex and undefined problems as they arise
You build trust quickly across HRBPs, managers, and cross-functional partners, and can lead multi-team efforts without formal authority
You bring workforce trends and data into your recommendations, rather than relying on instinct alone
You can balance multiple active PIPs and programs simultaneously without losing quality or consistency
You're not afraid to have hard conversations, and you can coach others (especially managers) through having them too
You're detail-oriented and process-minded, but flexible enough to adapt your approach as each situation demands

Responsibilities

Own the end-to-end Performance Improvement Plan (PIP) process — from initial documentation through execution, check-ins, and resolution — partnering with legal, managers and business leaders throughout
Partner with HRBPs on HR programs for their teams (e.g., performance reviews, onboarding, promotions), bringing performance management expertise into broader talent initiatives
Develop and execute strategic talent programs that drive manager effectiveness, bringing workforce trends and analytics into program design
Advise managers on trade-offs when navigating complex, undefined performance issues; encourage experimentation and iteration in how managers approach team development
Lead multi-team efforts related to performance and manager effectiveness (e.g., a performance refresh, a new PIP framework rollout), building trust and credibility across functions
Balance competing demands across multiple concurrent PIPs and programs, orchestrating initiatives to deliver business-ready outcomes
Coach managers directly on how to have difficult performance conversations, set clear expectations, and document performance issues appropriately
Track and analyze trends across PIPs and performance interventions, sharing insights with HRBPs and People leadership to inform broader talent strategy