People Performance Manager

tem is rebuilding the energy transaction market to make it transparent and fair. We're hiring a People Performance Manager to join our Performance Service, a team of four that owns how tem runs as an organisation, including the operating rhythm, onboarding and development, performance frameworks, and the operational backbone of contracts, benefits and payroll. The role is a second Performance Partner position focused on sustained performance and partnering with leaders day to day. Reports into the Performance Service Manager. Interview process: intro call with Talent team; skills interview (may include a practical exercise); Hiring Manager interview; Bar Raiser interview with leadership stakeholders.

Responsibilities

Be a leader's first call on people matters, including coaching, decisions and employment law reads, and hold a position when disagreeing; hold leaders to a high standard on performance, potential, pay and progression and ensure consistency across your portfolio; handle live cases end to end: performance management, difficult conversations, exits and restructures; co-design how progression, performance standards, evaluation and reward work at tem; design people frameworks suited to a non-hierarchical structure focused on outcomes and impact; use AI and automation to make the operational layer run itself; turn recurring employee and manager pain points into better processes, tools, guidance or self-service and measure whether they work

Requirements

Real accountability for people decisions (hiring, performance, exit calls), either as a partner to leaders or as a team manager; ability to handle the hardest conversations and recognition for handling them; understanding of how people decisions shape culture and employer brand, balancing efficiency with empathy; experience working in or towards a high-performance culture; confident challenger who can influence leadership decisions; comfortable operating without a playbook in a constantly changing role; first-principles thinking to find root causes and anticipate second-order consequences; fluency with Notion, automation and AI tooling; clear written communication; desirable: employment relations experience in the UK, Europe or the US; experience working across multiple countries, including employer of record arrangements; compensation and benchmarking experience (salary banding, pay review cycles, market data)

Nice to have

Employment relations experience in the UK, Europe or the US; experience working across multiple countries, including employer of record arrangements; compensation and benchmarking experience (salary banding, pay review cycles, market data); HR background (welcome but not required); CIPD qualification not required

Benefits

Stock options; 25 days holiday plus public holidays, with the option to swap public holidays and take 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 remote setup; up to GBP150 or EUR170 per month for wellbeing