Performance Partner

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.

Responsibilities

• 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

Skills

• 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,