Performance Partner

Socket.dev; San Francisco (CA); Hybrid; USD 98,000 - 136,000; Full time

Benefits offered by this job

Flexible Time Off

Parental Leave

Wellness Reimbursement

Job summary

Tubi is hiring a Performance Partner to own the end-to-end PIP process and partner with HRBPs to develop talent programs that boost manager effectiveness. This highly visible, hybrid role will collaborate across HR, legal, and business leaders to design and execute performance initiatives.

You will coach managers through difficult conversations, analyze trends, and drive workforce strategies while balancing multiple PIPs and programs across the organization.

Qualifications

• 3+ years in HR, People Operations, or HRBP in a high-growth setting.
• Experience designing and executing HR programs with HRBPs.
• Ability to solve complex, undefined HR problems.
• Experience coaching managers on performance management.
• Strong use of HR data and workforce trends.
• Experience leading multi-team initiatives.
• Workday experience; other HRIS is a plus.
• BA/BS from a four-year university preferred.
• Strong writing skills for performance documentation.

Responsibilities

• Own end-to-end PIP process from documentation to resolution.
• Partner with HRBPs on HR programs for teams like reviews, onboarding, promotions.
• Develop and execute strategic talent programs to boost manager effectiveness.
• Advise managers on performance issues and encourage experimentation.
• Lead cross-functional efforts on performance and program rollouts.
• Balance multiple PIPs and programs to deliver business-ready outcomes.
• Coach managers on difficult conversations and documentation best practices.
• Track trends in PIPs and share insights with leadership.

Skills

HRBP experience

HR data analysis

Workday

HRIS systems

Performance management

Education

BA/BS degree

Tools

Workday

Job description

About the Role:

Tubi is creating a Performance Partner role to focus on supporting managers end-to-end in developing and managing their teams. This role will own the end-to-end Performance Improvement Plan (PIP) process, partner closely with HRBPs to develop and execute strategic talent programs, and drive manager effectiveness across the organization. This is a highly visible role that sits at the intersection of performance management, talent strategy, and manager enablement — ideal for someone who wants to build and own a program from the ground up.

This is an individual contributor role reporting to our VP of People. This role will be hybrid and can be based in SF/NYC/LA/Toronto.

What You’ll Do:

• Own the end-to-end Performance Improvement Plan (PIP) process — from initial documentation through execution, check-ins, and resolution — partnering with legal, managers and business leaders throughout
• Partner with HRBPs on HR programs for their teams (e.g., performance reviews, onboarding, promotions), bringing performance management expertise into broader talent initiatives
• Develop and execute strategic talent programs that drive manager effectiveness, bringing workforce trends and analytics into program design
• Advise managers on trade-offs when navigating complex, undefined performance issues; encourage experimentation and iteration in how managers approach team development
• Lead multi‑team efforts related to performance and manager effectiveness (e.g., a performance refresh, a new PIP framework rollout), building trust and credibility across functions
• Balance competing demands across multiple concurrent PIPs and programs, orchestrating initiatives to deliver business‑ready outcomes
• Coach managers directly on how to have difficult performance conversations, set clear expectations, and document performance issues appropriately
• Track and analyze trends across PIPs and performance interventions, sharing insights with HRBPs and People leadership to inform broader talent strategy

More About You

• You can hold structure and empathy at the same time — able to guide a manager through a difficult PIP while keeping the process fair, consistent, and legally sound
• You're comfortable owning a program end‑to‑end, including solving complex and undefined problems as they arise
• You build trust quickly across HRBPs, managers, and cross‑functional partners, and can lead multi‑team efforts without formal authority
• You bring workforce trends and data into your recommendations, rather than relying on instinct alone
• You can balance multiple active PIPs and programs simultaneously without losing quality or consistency
• You're not afraid to have hard conversations, and you can coach others (especially managers) through having them too
• You're detail‑oriented and process‑mindful, but flexible enough to adapt your approach as each situation demands

Your Background:

• 3+ years of HR, People Operations, or HRBP experience within a high‑growth company, with direct experience managing performance improvement processes
• Experience partnering with HRBPs or business leaders to design and execute HR programs for a team or function
• Demonstrated ability to solve complex, undefined HR problems and advise on trade‑offs in ambiguous situations
• Experience coaching managers on performance management, difficult conversations, and documentation best practices
• Strong track record of using HR data and workforce trends to inform program design and decision‑making
• Experience leading or contributing to multi‑team initiatives (e.g., systems rollouts, performance process refreshes)
• Knowledge and experience with HR tools, performance management systems, and data/reporting techniques
• Workday experience; other HRIS systems a plus
• BA/BS degree from a four‑year accredited university preferred
• Strong writing skills, particularly for performance documentation

Pursuant to state and local pay disclosure requirements, the pay range for this role, with final offer amount dependent on education, skills, experience, and location is listed annually below. This role is also eligible for an annual discretionary bonus, long‑term incentive plan, and various benefits including medical/dental/vision, insurance, a 401(k) plan, paid time off and other benefits in accordance with applicable plan documents.

High cost labor markets such as but not limited to Los Angeles, New York City, and San Francisco

$97,500 — $135,700 USD

About Tubi:

Boldly built for every fandom, Tubi is a free streaming service that entertains over 100 million monthly active users. Tubi offers the world's largest collection of Hollywood movies and TV shows, thousands of creator‑led stories and hundreds of Tubi Originals made for the most passionate fans. Headquartered in San Francisco and founded in 2014, Tubi is part of Tubi Media Group, a division of Fox Corporation.

• For US‑based non‑exempt Tubi employees, the FOX Employee Benefits summary accurately captures the Vacation and Sick Time.
• For all salaried/exempt employees, in lieu of the FOX Vacation policy, Tubi offers a Flexible Time off Policy to manage all personal matters.
• For all full‑time, regular employees, in lieu of FOX Paid Parental Leave, Tubi offers a generous Parental Leave Program, which allows parents twelve (12) weeks of paid bonding leave within the first year of birth, adoption, surrogacy, or foster placement of a child in addition to applicable government leave program(s) and FOX’s short‑term disability policy. This time is 100% paid through a combination of any applicable state, city, and federal leaves and wage‑replacement programs in addition to contributions made by Tubi.
• For all full‑time, regular employees, Tubi offers a monthly wellness reimbursement.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, disability, protected veteran status, or any other characteristic protected by law. We will consider for employment qualified applicants with criminal histories consistent with applicable law.