Director of Talent & Performance, SchooLinks

• Operator first, HR second
• Coach up /manage out mindset
• Strong understanding of KPIs across all departments
• Have strong negotiation skills while maintaining diplomacy
• Comfortable with conflict and direct feedback
• Bias toward action and clarity
• Respected for judgment, not just empathy
• Energized by high standards and accountability
• Operates with urgency
• Experience implementing 9-box or similar talent frameworks
• Background in high-growth, high-expectation environments
• Track record of:
• Coaching leaders through tough people calls
• Managing out underperformance effectively
• Familiarity with Amp It Up or similar performance-driven philosophies
• 5+ years experience in leading people organizations, ideally in enterprise software and SaaS
• Strong understanding of performance management and top grading philosophy
• Strong sense of fiscal responsibility and understand budget management

Desirable

• We're building a championship team. That means high expectations, radical candor, and a relentless commitment to performance. Forget traditional HR. We're not looking for someone to manage compliance checklists and benefits enrollment. We need a Director of Talent & Performance who thinks like a coach, acts like a strategist, and drives results like a GM
• The Director of Talent & Performance works directly with the CEO to design and implement people strategies in the following priority areas and has 1 direct report (HR Operations Manager)
• Talent Acquisition - Rigorous hiring process to recruit A players
• Performance Management - Implement top grading framework (9 box talent grid) across the organization
• The Director will also support and own these two functions:
• HR compliance & HR risk management
• Day-to-day people operations
• How Success Is Measured:
• Ability to develop trusted relationships across all levels of the organization and is viewed as a credible partner by both employees and leadership
• Increased talent density across teams
• Clear differentiation between high, medium, and low performers
• Faster resolution of under performance
• Strong manager capability in feedback and coaching
• A culture where values are lived, not laminated