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About the Role: Tubi is creating a Performance Partner role to focus on supporting managers end-to-end in developing and managing their teams. This role will own the end-to-end Performance Improvement Plan (PIP) process, partner closely with HRBPs to develop and execute strategic talent programs, and drive manager effectiveness across the organization. This is a highly visible role that sits at the intersection of performance management, talent strategy, and manager enablement — ideal for someone who wants to build and own a program from the ground up. This is an individual contributor role reporting to our VP of People. This role will be hybrid and can be based in SF/NYC/LA/Toronto. What You'll Do: Own the end-to-end Performance Improvement Plan (PIP) process — from initial documentation through execution, check-ins, and resolution — partnering with legal, managers and business leaders throughout Partner with HRBPs on HR programs for their teams (e.g., performance reviews, onboarding, promotions), bringing performance management expertise into broader talent initiatives Develop and execute strategic talent programs that drive manager effectiveness, bringing workforce trends and analytics into program design Advise managers on trade-offs when navigating complex, undefined performance issues; encourage experimentation and iteration in how managers approach team development Lead multi-team efforts related to performance and manager effectiveness (e.g., a performance refresh, a new PIP framework rollout), building trust and credibility across functions Balance competing demands across multiple concurrent PIPs and programs, orchestrating initiatives to deliver business-ready outcomes Coach managers directly on how to have difficult performance conversations, set clear expectations, and document performance issues appropriately Track and analyze trends across PIPs and performance interventions, sharing insights with HRBPs and People leadership to inform broader talent strategy More About You: You can hold structure and empathy at the same time — able to guide a manager through a difficult PIP while keeping the process fair, consistent, and legally sound You're comfortable owning a program end-to-end, including solving complex and undefined problems as they arise You build trust quickly across HRBPs, managers, and cross-functional partners, and can lead multi-team efforts without formal authority You bring workforce trends and data into your recommendations, rather than relying on instinct alone You can balance multiple active PIPs and programs simultaneously without losing quality or consistency You're not afraid to have hard conversations, and you can coach others (especially managers) through having them too You're detail-oriented and process-minded, but flexible enough to adapt your approach as each situation demands Your Background: 3+ years of HR, People Operations, or HRBP experience within a high-growth company, with direct experience managing performance improvement processes Experience partnering with HRBPs or business leaders to design and execute HR programs for a team or function Demonstrated ability to solve complex, undefined HR problems and advise on trade-offs in ambiguous situations Experience coaching managers on performance management, difficult conversations, and documentation best practices Strong track record of using HR data and workforce trends to inform program design and decision-making Experience leading or contributing to multi-team initiatives (e.g., systems rollouts, performance process refreshes) Knowledge and experience with HR tools, performance management systems, and data/reporting techniques Workday experience; other HRIS systems a plus BA/BS degree from a four-year accredited university preferred Strong writing skills, particularly for performance documentation #LI-CN1 #LI-Hybrid Pursuant to local pay disclosure requirements, the pay range for this role, with final offer amount dependent on education, skills, experience, and location is as listed annually below. This role is also eligible for an annual discretionary bonus, long-term incentive plan, and various benefits including medical/dental/vision, insurance, vacation/paid time off and other benefits in accordance with applicable plan documents. Toronto, Canada $83,400—$119,200 CAD Tubi Media Group is a division of Fox Corporation, and the FOX Employee Benefits summarized here, covers the majority of employee benefits. The following distinctions below outline the differences between the Tubi and FOX benefits: For all salaried employees, in lieu of the FOX Vacation policy, Tubi offers a Flexible Time Off Policy to manage all personal matters. For all full-time, regular employees, in lieu of FOX Paid Parental Leave, Tubi offers a generous Parental Leave Program, which allows parents twelve (12) weeks of paid bonding leave (top up in Canada) within the first year of birth, adoption, surrogacy, or foster placement of a child in addition to applicable government leave program(s) and FOX’s short-term disability policy (if applicable). This time is 100% paid through a combination of any applicable government leaves and wage-replacement programs in addition to contributions made by Tubi. For all full-time, regular employees, Tubi offers a monthly wellness reimbursement. About Tubi: Boldly built for every fandom, Tubi is a free streaming service that entertains over 100 million monthly active users. Tubi offers the world's largest collection of Hollywood movies and TV shows, thousands of creator-led stories and hundreds of Tubi Originals made for the most passionate fans. Headquartered in San Francisco and founded in 2014, Tubi is part of Tubi Media Group, a division of Fox Corporation. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, disability, protected veteran status, or any other characteristic protected by law. We will consider for employment qualified applicants with criminal histories consistent with applicable law.

Ce que vous ferez

The Performance Partner will own the end-to-end Performance Improvement Plan (PIP) process and partner with HRBPs to execute strategic talent programs. They will also coach managers on performance issues and drive manager effectiveness across the organization.

Exigences

Candidates must have 3+ years of HR or People Operations experience, specifically with performance management processes. A bachelor's degree is preferred, along with strong analytical skills and experience using HRIS tools like Workday.

Avantages

• Medical insurance • Dental insurance • Vision insurance • Flexible time off policy • Parental leave program • Wellness reimbursement • Long-term incentive plan • Discretionary bonus

Compétences indiquées

• Analyse de données · Souhaitée

Autres compétences pertinentes

Relevées dans la description du poste. Confirmez les exigences importantes ci-dessus.

• Performance management
• Talent strategy
• Manager enablement
• Performance improvement plans
• HR programs
• Coaching
• Data analysis
• Workforce trends
• HRIS
• Workday
• Strategic planning
• Conflict resolution
• Documentation
• Cross-functional collaboration
• Process improvement
• Data Reporting
• Empathy
• Program Design
• Workforce Trends
• Workday (Software)
• Time Off Management
• Talent Strategy
• Decision Making
• Human Resources Information System (HRIS)
• Performance Management
• Leadership
• Operations
• Performance Improvement
• Performance Review
• Relationship Building
• Team Building
• Detail Oriented

Domaines d’emploi

• Human Resources
• Management & Leadership
• Consulting
• Performance Partner
• Human Resources Manager
• Human Resource Managers
• Human Resources Managers