People Performance Partner, Toast

• 2+ years in an HRBP or Talent Management or equivalent role
• Proven ability to coach and partner with leadership
• Strong experience working through employee relations situations and coaching managers
• Strong experience in performance management
• Demonstrated ability to show excellent judgment, creative problem-solving, and training/coaching
• Strong teamwork, communication & cross-functional collaboration skills
• Ability to perform in a fast-paced environment, with multiple stakeholders with varying needs
• Solid understanding of HR practices, policies, and employment law
• Ability to drive meaningful insights and recommendations from data

Desirable

• Reporting to the Senior Manager of People Success, the HR Business Partner, Performance will coach front-line leaders across one or multiple business units
• This role will be key in driving the evolution of centralized performance support while meeting managers to support Toast employees in key career moments
• You will enable our leaders of today to be leaders for the future through coaching and support to develop long-term, scalable leadership skills
• You will be at the forefront of empowering data driven decision making as it pertains to performance, where leaders need support and driving accountability for equitable and consistent performance management
• Act as a consultant to front-line leaders on performance management including:
• Coaching leaders on how to address various performance situations; conducting effective performance conversations; and best practices/expectations in documentation of performance actions
• Enabling leaders of leaders (up to Director level) to coach their own team on these expectation
• Advise on navigating sensitive low performer scenarios
• Support leaders to ensure equitable and consistent intervention for employees who require support to meet role expectations
• Navigate nuance, ask questions and appropriately engage and inform stakeholders such as employee relations as required
• Support the compassionate offboarding of employees as required
• Identify (with support) what consultations are highest priority and sensitivity and Influence leaders to leverage self-service resources available today (e.g. Intranet, People Centre of Excellences) for out of scope requests
• Ensure policies, practices, and programs are administered in an equitable and consistent manner
• Partner with Employee Relations, Functional People Success Partners, Learning & Organizational Development and other Centers Of Excellence on processes and enablement to improve the employee and manager experience as it pertains to performance management
• Influence leaders to manage performance over the year, including leveraging key moments and data outside of the annual performance review cycle