Performance Partner

Tubi•Los Angeles, NY

4d•Hybrid

About The Position

Tubi is seeking a Performance Partner to support managers in developing and managing their teams. This role will be responsible for the entire Performance Improvement Plan (PIP) process, collaborating with HR Business Partners (HRBPs) on talent programs, and enhancing manager effectiveness. It's a high-visibility individual contributor role reporting to the VP of People, ideal for someone who wants to build and own a program from scratch. The position is hybrid and can be based in SF, NYC, LA, or Toronto.

Requirements

3+ years of HR, People Operations, or HRBP experience in a high-growth company.
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.
Strong writing skills, particularly for performance documentation.

Nice To Haves

BA/BS degree from a four-year accredited university preferred.

Responsibilities

Own the end-to-end Performance Improvement Plan (PIP) process, including documentation, execution, check-ins, and resolution, in partnership with legal, managers, and business leaders.
Partner with HRBPs on HR programs for their teams, such as performance reviews, onboarding, and promotions, contributing performance management expertise to broader talent initiatives.
Develop and execute strategic talent programs to improve manager effectiveness, incorporating workforce trends and analytics into program design.
Advise managers on navigating complex and undefined performance issues, encouraging experimentation in team development approaches.
Lead multi-team efforts related to performance and manager effectiveness, such as performance refreshes or new PIP framework rollouts, by building trust and credibility across functions.
Balance competing demands across multiple concurrent PIPs and programs, orchestrating initiatives for business-ready outcomes.
Coach managers directly on conducting difficult performance conversations, setting clear expectations, and properly documenting performance issues.
Track and analyze trends across PIPs and performance interventions, sharing insights with HRBPs and People leadership to inform talent strategy.