People Specialist, Performance Management

About the Role

We're looking for a People Specialist to join our International People Team with a particular focus on supporting performance management related activities throughout the EMEA (UK, Ireland, Germany, France, Spain, Switzerland and Italy) and APAC (Japan, India, South Korea, Australia and New Zealand) regions. You'll support People Partners and cross functional teams on the work that helps our managers do their jobs well: performance cases, org changes, developing manager resources, and the operational processes underneath all of it.

Some weeks you'll be deep in a sensitive performance case coaching a manager. Other weeks you're cleaning up a process, rebuilding a tracker, or helping prep a leader for a hard conversation. We need someone who takes both kinds of work seriously and holds the same quality bar for each.

A lot of the work is sensitive. You'll be close to performance management, org restructures, and situations that touch ER or Employment Legal. An understanding of the nuances which exist in relation to performance management and employee relations in different legal and cultural contexts will be critical. Good judgment about what to share, with whom, and in what form is paramount.

Responsibilities

• Manage performance casework regionally: building documentation, tracking timelines, prepping talking points, and keeping details from falling through the cracks while owning the process end to end.
• Own and improve operational processes that managers and People Partners depend on, including outside business activity requests and reorg processing
• Build, maintain, and improve manager resources and documentation so they're useful and current
• Partner with Leadership Design on manager enablement programs like the performance cycle: logistics, content, delivery, and the unglamorous operational work that makes programs run
• Help pull and compile reports and data for sensitive personnel matters
• Maintain tracking systems for casework and manager enablement initiatives; make them better than you found them

Minimum Qualifications

• You have experience working on performance management or employee relations across Europe and ideally APAC
• You've supported complex or sensitive casework before and can work with partial information, messy handoffs, and tight timelines
• You're detail-oriented: you catch things, close loops, and remember where to find crucial information
• Ability to operationalise and scale your work, ensuring that you are able to build over time processes, frameworks and supporting documentation to help us scale
• Strong written communication. You'll be drafting things leaders use in hard conversations, and you're not precious when they get edited (you used Claude as a guide but not as a final editor)
• Good judgment on need-to-know. You think about what to share, with whom, and what goes in writing versus what stays verbal
• You'll push back when something's off. You have a point of view and you're comfortable raising concerns with people more senior than you
• Comfortable with range. You don't check out on the tedious work or treat it as beneath you
• Ability to operate in the grey - this is a fast-paced organisation, where we are building as we scale fast; not everything will be clear-cut and you should be able to operate in this environment with confidence

Preferred Qualifications

• 7+ years in an HR- role: people operations, HR coordination, employee relations, HRBP, or something similar
• Experience at a high-growth tech company where process was being built while you used it
• Direct experience supporting HRBPs, Managers and Employees through challenging and sensitive matters.
• Working knowledge of HR compliance requirements in Europe and APAC
• Interest in AI safety
• Claude power user in your current role