As the leader of the Performance Design team, you're an unconventional thinker and are willing to make bold bets. You'll independently manage and drive projects, and make ground-breaking recommendations based on your project findings. You identify new ways to use data, and design new programs accordingly and take these programs from concept to action. You will also collaborate cross-functionally with many teams across Google to drive large-scale change management. We are looking for someone who combines an analytical approach with creative thinking.
Great just isn't good enough for our People Operations team (you probably know us better as "Human Resources"). Made up of equal parts HR professionals, former consultants and analysts, we're the champions of Google's colorful culture. In People Ops, we "find them, grow them, and keep them" - we bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next great Googler, refining our core programs, developing talent or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.
Ensure that the design of the Performance Management program uses leading edge and effective approaches; modifies the design to reflect the company's business goals and direction
Manage, coach and set the vision for a talented team with expertise in data analytics, program management
Design, prioritize, and execute research and experiment to investigate and address key performance and development-related concerns.
Partner with key stakeholders across Google (e.g., People Development, HR Business Partners, People Analytics, Communications, Employee Relations, Corporate Engineering, senior leaders) to ensure our performance and promotion program align with various business goals and to ensure broad-based support for any changes.
Analyze and monitor ongoing performance-review-related metrics and results; identify ways to continually improve quality of peer and manager feedback and overall performance evaluation.
Qualifications
Minimum qualifications:
PhD degree in Industrial/Organizational Psychology, Organizational Behavior, related social science fields or equivalent practical experience.
10 years of experience in performance management design and implementation.
Experience solving problems through data analysis and designing/running of pilots/experiments to test new ideas.
Experience collaborating on projects involving teams, managing ongoing relationships with clients and presenting to audiences.
Preferred qualifications:
Consulting experience.
Experience leading large-scale change.
Experience using quantitative and qualitative analytical strategies to measure the effectiveness of programs, interventions, and efforts for a large organization.
Superior leadership presence, with a proven ability to inspire followership across all levels of the organization, and track record of influencing senior leaders.
Ability to think big and holistically with a bias to action and experience with dealing with ambiguity.
Exceptional communication and presentation skills to explain complex data and program design in a structured, clear and compelling manner.
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