People Partner - HRBP
Arbisoft
Date: 2 weeks ago
City: Remote
Contract type: Full time
Remote
Role Overview
The People Partner will work closely with team members and leaders to drive fair, consistent, and high-quality performance management outcomes. This role requires strong ownership of appraisal cycles, confidence in handling difficult conversations with compassion, and a data-driven approach to decision-making across performance, compensation, and people effectiveness.
Key Responsibilities
Performance Management & Talent Development
Skills & Competencies
The People Partner will work closely with team members and leaders to drive fair, consistent, and high-quality performance management outcomes. This role requires strong ownership of appraisal cycles, confidence in handling difficult conversations with compassion, and a data-driven approach to decision-making across performance, compensation, and people effectiveness.
Key Responsibilities
Performance Management & Talent Development
- Own annual and bi-annual performance reviews end-to-end, including feedback cycles, calibration, and final outcomes.
- Partner with leadership to ensure performance decisions are fair, consistent, and aligned with competency frameworks.
- Drive competency mapping, talent profiling, and succession planning to strengthen team capability and readiness.
- Identify high performers and development gaps using performance data, manager feedback, and trend analysis.
- Support managers with structured performance improvement plans (PIPs), coaching approaches, and clear documentation.
- Serve as a trusted point of contact for team members, ensuring psychological safety and active listening.
- Lead difficult and sensitive conversations (e.g., performance concerns, rating outcomes, role expectations) with empathy, clarity, and professionalism.
- Balance compassion with accountability—ensuring decisions are fair, consistent, and based on evidence.
- Coach team leads on performance conversations, feedback delivery, and handling behavioral or engagement challenges.
- Support conflict resolution and escalation management while maintaining neutrality and confidentiality.
- Support compensation benchmarking, internal parity checks, and pay equity analysis.
- Assist in salary review cycles and ensure decisions reflect performance outcomes, role scope, and market positioning.
- Use HR systems and BI tools (e.g., HRIS, Power BI, Tableau) to automate reporting and generate insights for leadership.
- Track and report key performance and engagement trends to recommend targeted interventions.
Skills & Competencies
- Strong command of performance management cycles, calibration, and appraisal governance
- Ability to handle high-stakes conversations with confidence, empathy, and clarity
- Strong analytical mindset (comfortable with trends, segmentation, and decision narratives)
- Stakeholder management and influence (TLs, leadership, cross-functional partners)
- High discretion and professionalism in sensitive cases
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