Senior People Partner

📋 Description

• • As a Senior People Partner at tem, you will play a pivotal role in diagnosing and dismantling performance bottlenecks across the organization, transforming critical insights into actionable solutions that sustain and elevate performance as the company scales.
• • You will be an integral part of the Performance Service, a dedicated team focused on enhancing talent density by improving recruitment quality and accelerating the ramp-up time and overall performance of our people.
• • Your primary responsibility will be to collaborate closely with the Performance Lead, who is responsible for defining the overarching performance strategy, to identify and address the root causes of performance limitations within the cross-functional Engines (teams) you will partner with.
• • This role demands a deep dive into underlying issues, leveraging people insights and data analytics to conceptualize, design, and implement effective solutions that span the entire spectrum of people operations.
• • Your work will encompass organizational design, operating model adjustments, performance management frameworks, and addressing any other constraints that impede optimal team and company performance.
• • You will act as a trusted advisor to Managers, proactively surfacing friction points, removing blockers, and driving crucial decisions to achieve key performance metrics.
• • Given tem's rapid growth and dynamic operational structure, where Engines may form or dissolve based on evolving business needs, you must be adaptable and thrive in a fast-paced, changing environment.
• • The Performance Service is a collaborative unit comprising a Performance Lead who strategizes with C-suite executives, an Academy Programme Manager focused on rapid onboarding and capability building, a People Operations Specialist driving efficiency through automation, and a People Manager dedicated to coaching and team unblocking.
• • This role is distinct from traditional HR functions; it is not about executing a pre-defined HR playbook but rather about discovering and implementing what truly unlocks peak performance.
• • You will not be provided with pre-defined OKRs or goals; instead, you will be empowered to identify and define the objectives that will drive the most significant performance improvements.
• • This is not a role within a large, siloed team; you will function as both a strategic thinker and a hands-on executor, taking ownership from inception to completion.
• • The nature of the role is inherently dynamic, requiring continuous adaptation as the business scales and priorities shift, always within the strategic scope of people operations.
• • You will be expected to increase performance and leadership effectiveness by translating real-time signals into practical, people-centric interventions. This involves active participation in Engine rituals such as planning sessions, stand-ups, and retrospectives to interpret team dynamics and influence outcomes, rather than merely observing.
• • You will partner directly with Engine leaders to enhance team performance, foster strong leadership capabilities, and ensure the seamless execution of the employee lifecycle. This includes developing the necessary context to identify constraints, coach leaders effectively, and deliver targeted solutions across hiring, performance management, and day-to-day people processes.
• • A key aspect of your role will be to detect early indicators across delivery, quality, sustainability, and capability within teams. You will translate observed symptoms into well-reasoned hypotheses concerning organizational design, role clarity, leadership systems, incentive structures, process inefficiencies, or resourcing challenges.
• • You will coach and empower leaders to excel in their roles, focusing on areas such as setting clear performance expectations, improving feedback quality, defining role clarity, optimizing team design, and enhancing decision-making processes.
• • Proactively identify hiring and performance gaps by asking insightful questions, enabling early intervention before issues escalate. You will collaborate with the Talent team to address these gaps, with a particular emphasis on organizational design and US-based hiring.
• • You will be responsible for shipping high-leverage fixes by designing, aligning stakeholders, and delivering projects that resolve identified root causes. Crucially, you will measure the impact of these interventions on key metrics such as velocity, quality, team health, and overall performance outcomes.
• • You will own employee relations matters end-to-end for your designated areas, working closely with People Operations and Talent Leads to ensure swift resolution, thorough documentation, and ongoing compliance.
• • Maintain transparency and ensure outcomes are measurable through clear documentation, diligent tracking, and effective communication, ensuring all stakeholders at tem are informed about your activities and their rationale.
• • Your time allocation will be approximately 60% dedicated to embedded partnering within Engine rituals and 40% focused on executing projects that address the most critical root causes impacting performance.