[Hiring] People Performance Manager @tem

Role Description

We're hiring a People Performance Manager to join our Performance Service. tem is growing fast. Our goal is to get better as we get bigger - revenue growing faster than headcount. In practice that means:

• Keeping our strongest people engaged and performing.
• Getting new joiners productive quickly.
• Enabling our leaders to multiply their impact over time.

Most companies solve that with layers of management. We don't. Our leaders (Player-Coaches) coach their teams while staying hands-on with the work, which means the systems around them have to do more of the lifting. That's where the Performance Service comes in.

We're a team of four, and we own how tem runs as an organisation:

• The operating rhythm (how work gets planned, tracked, escalated and reported).
• The onboarding and development that build capability.
• The frameworks that define what good performance looks like and how people progress and get paid.
• The operational backbone of contracts, benefits and payroll.

Your patch is sustained performance - the part that runs continuously once someone is through the door. You'll carry a portfolio of leaders across our Engines and Services that you're accountable for, and you'll co-own the frameworks that sit underneath them alongside the rest of the team. You will not be handed a finished playbook to administer. You'll report into the Performance Service Manager.

In your first 12 months, you might:

• Become the first call for a portfolio of leaders on anything to do with their people - performance calls, team decisions and hard conversations.
• Co-design how progression, performance standards, evaluation and reward actually work at tem, alongside the rest of the Performance team.
• Handle live cases end to end - performance management, difficult conversations, exits and restructures.
• Use AI and automation so the operational layer runs itself and your time goes on judgement, not process.
• Turn recurring employee and manager pain points into better processes, tools, guidance or self-service, and measure whether they work.

Qualifications

• You do not need a CIPD qualification, and you do not need to have worked in a large, established HR function.
• You might have been a founder's associate or Chief of Staff at a Series A or B startup.
• You might have built a People function from scratch.
• You might have run a team or an Operations function where the people calls were effectively yours.
• A background in HR might help you do this job well, but it is not a requirement.

Requirements

• You've held real accountability for decisions on people.
• You can be trusted with the hardest conversations in the business.
• You've worked in or towards building a high-performance culture.
• You're comfortable operating without a playbook.
• You think from first principles, get to the root cause of complex problems.
• You're fluent with Notion, automation and AI tooling.

Benefits

• Competitive salary - our current band for this role is [salary band] or equivalent in local currency.
• Stock options so everyone has ownership in our mission.
• 25 days holiday plus public holidays. Swap public holidays for the ones that matter most to you, and enjoy your birthday off.
• Remote first and flexible working, with clear core hours and no internal meetings on Friday afternoons.
• Up to GBP1,200 or EUR1,400 per year for your remote setup.
• Up to GBP150 or EUR170 per month for wellbeing.