People Partner (Total Rewards)

Title: People Partner (Total Rewards)

Experience: 3–5 years in HR Business Partnering, Total Rewards, or Compensation & Benefits (preferably in a tech environment)

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

• 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.

People Management & Employee Relations

• 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.

Total Rewards & People Analytics

• 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.

Required Skills

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