Performance and Development Specialist

Responsibilities

• Design, implement, and scale performance and development programs from goal-setting through reviews and calibration as a cohesive, company-wide system.
• Think creatively about program design: build mechanisms that are simple, intuitive, and a light lift for leaders while generating rigor and signal for the business.
• Ground programs in the company’s broader performance operations and philosophy so they feel like a natural extension of how the company works.
• Build a repeatable yet flexible model to train managers, covering compliance training, interview training, and manager development.
• Own the selection and use of L&D platforms to deliver, track, and report on manager training completion and effectiveness.
• 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.

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 program ownership.
• 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.
• 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.

Nice-to-Haves

• Experience in high-growth technology companies, particularly in automotive or autonomous vehicle industries.
• Direct involvement in scaling startups from early-stage to larger organizational structures.
• Hands-on experience with performance management systems, LMS/L&D platforms, and people analytics tools.
• Background in change management or organizational development.
• Experience working with large datasets.