Manager, Talent and Performance

<h3>Accountabilities</h3><li>
<strong>HR Partnership and Employee Support:</strong>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.</li><li>
<strong>Manager Coaching and Development:</strong>Coach managers on delivering constructive feedback, setting performance expectations, supporting employee development, navigating difficult conversations, resolving conflicts, and strengthening team dynamics.</li><li>
<strong>Performance Management:</strong>Support the design, implementation, and continuous improvement of performance management practices, including goal setting, regular feedback, development planning, and performance reviews.</li><li>
<strong>Employee Experience and Engagement:</strong>Contribute to initiatives that improve employee satisfaction, engagement, retention, and overall experience throughout the employee lifecycle. Analyze feedback and recommend practical improvements.</li><li>
<strong>Talent Programs and Project Management:</strong>Lead assigned HR programs and projects from planning through implementation, coordinating stakeholders, communicating updates, monitoring progress, and evaluating outcomes.</li><li>
<strong>HR Policies and Operational Excellence:</strong>Develop, maintain, and improve HR policies, processes, tools, and employee resources to simplify workflows and promote consistent people practices across the organization.</li><li>
<strong>Global Collaboration and Organizational Health:</strong>Partner with colleagues across regions, functions, and time zones, working with external employment providers and advisors when needed to support effective global HR operations.</li><li>
<strong>Data-Informed Decision-Making and Communication:</strong>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.</li><h2>Requirements</h2><li>
<strong>Education:</strong>Bachelor's degree in human resources, business, cultural studies, or a related field.</li><li>
<strong>HR Experience:</strong>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.</li><li>
<strong>HR Business Partnership:</strong>Demonstrated ability to build trusted relationships and provide effective guidance and coaching to employees and managers at different organizational levels.</li><li>
<strong>Employee Relations and Confidentiality:</strong>Strong professional judgment and experience managing sensitive employee matters discreetly, fairly, and confidentially.</li><li>
<strong>Program and Project Leadership:</strong>Proven ability to independently manage HR initiatives from initial planning and development through implementation and evaluation.</li><li>
<strong>Communication and Interpersonal Skills:</strong>Excellent written and verbal communication, conflict-resolution, problem-solving, and organizational skills, with the ability to manage competing priorities and navigate ambiguity.</li><li>
<strong>Analytical Capabilities:</strong>Experience using HR data, employee feedback, and organizational insights to identify trends, assess program effectiveness, and develop practical recommendations.</li><li>
<strong>Global HR Experience:</strong>Experience supporting employees and managers outside the United States and working within an international organization with employees across multiple countries.</li><li>
<strong>Preferred Qualifications:</strong>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.</li><li>
<strong>Personal Attributes:</strong>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.</li><h2>Benefits</h2><li>
<strong>Competitive Compensation:</strong>Annual base salary ranging from<strong>$98,091 to $122,614 USD</strong>for U.S.-based employees, depending on relevant experience, skills, qualifications, role scope, and internal equity.</li><li>
<strong>Comprehensive Healthcare:</strong>Medical, dental, and vision insurance for eligible U.S.-based employees.</li><li>
<strong>Retirement Benefits:</strong>Retirement benefits designed to support long-term financial well-being.</li><li>
<strong>Paid Time Off:</strong>Paid vacation, sick leave, and holidays.</li><li>
<strong>Remote Flexibility:</strong>Full-time remote work, with occasional travel as needed.</li><li>
<strong>Meaningful Impact:</strong>The opportunity to strengthen people practices within a mission-driven organization working to advance practical solutions to climate change.</li><li>
<strong>Global Collaboration:</strong>Opportunities to work with colleagues and leaders across diverse cultures, functions, geographies, and time zones.</li><li>
<strong>Professional Growth:</strong>Exposure to a broad range of HR programs, global talent initiatives, employee development practices, and organizational improvement projects.</li><li>
<strong>Inclusive Culture:</strong>A collaborative, intellectually curious environment that values diverse perspectives, employee well-being, and practical problem-solving.</li>