Manager, Talent and Performance

Accountabilities

HR Partnership and Employee Support: Build trusted relationships with employees and managers, providing guidance on employee relations, workplace concerns, HR policies, performance issues, and other people-related matters while ensuring confidentiality and consistency.
Manager Coaching and Development: Coach managers on delivering constructive feedback, setting performance expectations, supporting employee development, navigating difficult conversations, resolving conflicts, and strengthening team dynamics.
Performance Management: Support the design, implementation, and continuous improvement of performance management practices, including goal setting, regular feedback, development planning, and performance reviews.
Employee Experience and Engagement: Contribute to initiatives that improve employee satisfaction, engagement, retention, and overall experience throughout the employee lifecycle. Analyze feedback and recommend practical improvements.
Talent Programs and Project Management: Lead assigned HR programs and projects from planning through implementation, coordinating stakeholders, communicating updates, monitoring progress, and evaluating outcomes.
HR Policies and Operational Excellence: Develop, maintain, and improve HR policies, processes, tools, and employee resources to simplify workflows and promote consistent people practices across the organization.
Global Collaboration and Organizational Health: Partner with colleagues across regions, functions, and time zones, working with external employment providers and advisors when needed to support effective global HR operations.
Data-Informed Decision-Making and Communication: Analyze HR metrics, employee feedback, and organizational trends to identify improvement opportunities, develop actionable recommendations, and communicate people-related information clearly to employees and managers.
Requirements
Education: Bachelor's degree in human resources, business, cultural studies, or a related field.
HR Experience: 5–7 years of human resources experience across multiple areas of the employee lifecycle, including employee relations, performance management, HR programs, policy development, and manager support.
HR Business Partnership: Demonstrated ability to build trusted relationships and provide effective guidance and coaching to employees and managers at different organizational levels.
Employee Relations and Confidentiality: Strong professional judgment and experience managing sensitive employee matters discreetly, fairly, and confidentially.
Program and Project Leadership: Proven ability to independently manage HR initiatives from initial planning and development through implementation and evaluation.
Communication and Interpersonal Skills: Excellent written and verbal communication, conflict-resolution, problem-solving, and organizational skills, with the ability to manage competing priorities and navigate ambiguity.
Analytical Capabilities: Experience using HR data, employee feedback, and organizational insights to identify trends, assess program effectiveness, and develop practical recommendations.
Global HR Experience: Experience supporting employees and managers outside the United States and working within an international organization with employees across multiple countries.
Preferred Qualifications: Experience supporting performance management, employee engagement, talent development, or organizational health initiatives; familiarity with global employment practices and employer-of-record (EOR) or professional employer organization (PEO) partners; and experience improving HR policies, processes, tools, and employee resources.
Personal Attributes: A human-centered, collaborative, and adaptable approach to HR, with the ability to balance day-to-day employee support with broader strategic initiatives and contribute to an inclusive, respectful workplace.
Benefits
Competitive Compensation: Annual base salary ranging from $98,091 to $122,614 USD for U.S.-based employees, depending on relevant experience, skills, qualifications, role scope, and internal equity.
Comprehensive Healthcare: Medical, dental, and vision insurance for eligible U.S.-based employees.
Retirement Benefits: Retirement benefits designed to support long-term financial well-being.
Paid Time Off: Paid vacation, sick leave, and holidays.
Remote Flexibility: Full-time remote work, with occasional travel as needed.
Meaningful Impact: The opportunity to strengthen people practices within a mission-driven organization working to advance practical solutions to climate change.
Global Collaboration: Opportunities to work with colleagues and leaders across diverse cultures, functions, geographies, and time zones.
Professional Growth: Exposure to a broad range of HR programs, global talent initiatives, employee development practices, and organizational improvement projects.
Inclusive Culture: A collaborative, intellectually curious environment that values diverse perspectives, employee well-being, and practical problem-solving.