Performance and Development Specialist

Job description

Job responsibilities

• Design, implement, and scale performance and development programs - from goal-setting through reviews and calibration — as a cohesive, company-wide system rather than a set of disconnected processes
• Think creatively about program design: build mechanisms that are simple, intuitive, and a light lift for leaders to run, while still generating the rigor and signal the business needs to measure performance
• Ground every program in Applied Intuition’s broader performance operations and philosophy, so performance and development feel like a natural extension of how the company already works — not an added layer of process
• Build a repeatable yet flexible model to train managers, covering compliance training, interview training, and manager development, that can flex to different team needs without losing a consistent core.
• Own the selection and use of L&D platforms to deliver, track, and report on manager training completion and effectiveness across the People team.
• Partner with People Business Partners and other Centers of Excellence to identify manager skill gaps and translate them into targeted, scalable training content.
• Partner cross-functionally with Legal, Finance, internal applications, and Engineering teams to ensure programs align with business objectives and regulatory requirements.
• Own performance and development policy design, interpretation, and compliance, including labor and employment law requirements that impact day-to-day operations

Job requirements

• Bachelor’s degree and 5+ years of experience in people operations, HR generalist, or people program management roles with demonstrated stakeholder management experience, ideally including performance management or L&D…
• Proven track record of designing and scaling performance and development or training programs that were adopted company-wide, including manager training models delivered and tracked through an L&D platform
• Successful experience building tools and resources using technology to increase program efficiency and ease of use for leaders and employees
• Strong program management background with the ability to design and optimize processes, integrate feedback, and communicate outcomes across all levels
• Experience partnering closely with business leaders, People Business Partners, and other Centers of Excellence to design programs that hold up in practice, not just in theory
• Solid understanding of HR policies, labor and employment law, and compliance requirements as they relate to performance management
• Strong analytical mindset with experience using data to drive program improvements and decision-making