[Hiring] People Operations Lead @Tribe AI

Role Description

As People Operations Lead, you own the systems and programs that shape how our team grows, performs, and develops. This is a hands-on, high-impact role for someone who has operated inside a 150–500 person company and knows how to build people programs that are rigorous without being bureaucratic.

You'll be the primary driver of our performance management philosophy — from how we run review cycles to how we develop managers and recognize top performers. This role is equal parts practitioner and thought partner. You'll work closely with leadership to shape how we give feedback, calibrate performance, and make decisions on promotions and bonuses. If you're energized by helping managers become better coaches and building a culture where people genuinely grow, this is the role for you.

What You'll Own

• Performance management:
  • Design and run lightweight, effective performance review cycles (mid-year and annual) that are meaningful without being burdensome.
  • Build calibration processes so performance assessments are consistent and fair across teams.
  • Own the promotion and compensation review process end-to-end, including bonus frameworks and criteria.
  • Define what "good" performance looks like at each level, partnering with managers to develop leveling clarity.
• Manager development and feedback culture:
  • Lead 1:1 feedback sessions with managers — helping them give better feedback, have harder conversations, and coach their direct reports more effectively.
  • Build and facilitate manager training programs and toolkits.
  • Partner with leadership to identify high-potential employees and create development plans.
  • Establish a feedback culture through ongoing coaching, not just structured review cycles.
• People operations:
  • Maintain and improve core HR systems and processes as the company scales.
  • Track people data and surface insights — retention, engagement, performance trends — to inform leadership decisions.
  • Serve as a trusted resource for employee relations and performance escalations.

Qualifications

• 7–10 years of People Operations or HR experience, with a meaningful portion in performance management and organizational development.
• Experience operating at a 150–500 person high-growth company in a leading or senior IC capacity.
• Genuine passion for manager development.
• Experience coaching managers directly with real opinions about effective feedback.
• Ability to build systems that people actually use.
• High judgment in handling sensitive information at all levels of the organization.
• Data-informed decision-making skills, comfortable working in HRIS tools.
• Fluency in using AI tools actively in day-to-day work.

Nice to Have

• Experience with compensation banding and total rewards frameworks.
• Background at a company that runs a distributed or contractor-heavy team model.

What Success Looks Like

• Within 90 days:
  • Clear point of view on where our performance management programs are strong and where they need work.
  • At least one feedback session with managers run and established rhythm for ongoing coaching.
  • Mapped existing review and promotion processes and identified the biggest gaps to close.
• Within 6 months:
  • A performance review cycle has run on time, with calibration that leadership trusts and employees found meaningful.
  • A promotion and bonus process is in place that managers can explain clearly to their teams.
  • Measurable improvement in manager feedback quality, tracked through engagement or direct feedback data.
  • Manager development touch points embedded in the rhythm of the business — not a one-time event.

Benefits

• Work at the center of one of the most consequential moments in technology — and help build the internal infrastructure that lets us operate at scale.
• Operate alongside world-class engineers, strategists, and practitioners who hold themselves to an unusually high standard.
• Direct partnership with leadership — your work will be visible, your impact will be real, and your opinions will shape how we grow.
• High-growth environment where ownership is real and the work is never routine.