tem. on cord

tem.

People Performance Manager

External position
Remote in UK
Hiring internally for tem.?
Energy and Utilities · Sustainability
Renewable energy, revolutionised for small business.
Posted
3 days ago
Checked
cord regularly checks that external positions are still open
2 days ago

Skills & Experience

Job roles: People Ops
Experience level: Mid, Senior, Lead
Core skills considered: Building Teams, Business Analysis, Compensation & benefits, Employee engagement, Employee onboarding
Other skills considered: HR policy writing, HR qualified, Hiring, Line management, Recruitment strategy

Logistics

Base salary: Undisclosed
Some companies on cord are unable to disclose salaries publicly due to internal company policies. Message the company for salary information.
Employment type: Permanent
Remote working: Remote
Work from: Within United Kingdom
Visa sponsorship: Not available

Job 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, and 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, and the operational backbone of contracts, benefits and payroll. We don't own recruitment. We're adding a second Performance Partner because we need more hands on deck - both partnering with our leaders day to day, and building the frameworks that support them.

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. HR experience is welcome but not required - we're open to operators, people who've led teams, and the sort of person who ends up owning whatever the company needs next.

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.

Responsibilities

  • Coach and challenge: be a leader's first call on anything to do with their people - a decision they want a second view on, coaching on how to handle a situation, or a read on employment law - and hold a position when you disagree with them.
  • Raise the bar: hold leaders to a high standard on performance, potential, pay and progression - help them make sharper calls, and hold consistency across your patch.
  • Handle live cases end to end: performance management, difficult conversations, exits and restructures.
  • Build to delight: shape how progression, performance standards, evaluation and reward actually work at tem, alongside the rest of the Performance team. We treat our people like top athletes, and our aim is to delight them at every step of their employee experience - the systems around them have to express that at every contact point.
  • Design for our shape, not the textbook: we index on outcomes and impact in everything - how progression works, how teams are structured, what leaders spend their time on. Most standard people frameworks assume a management hierarchy we don't have.
  • Automate the repeatable: use AI and automation so the operational layer runs itself and your time goes on judgement, not process.
  • Think in process, scalability and iteration: turn recurring employee and manager pain points into better processes, tools, guidance or self-service. Measure whether they work and redesign when they don't fit the purpose.

Requirements

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, holding the place together while it scaled. You might have built a People function from scratch and taken it from a one-person band to a well-oiled machine. You might have run a team or an Operations function where the people calls were effectively yours, even if People or HR never appeared in your job title. Or you might have done a different job that helped you build the skills below. A background in HR might help you do this job well, but it is not a requirement.


Must-Haves

  • You've held real accountability for decisions on people - you've partnered with leaders, or managed a team yourself, where hiring, performance and exit calls were either yours or made on your guidance.
  • You can be trusted with the hardest conversations in the business and you're recognised for how you handle them, and you understand how decisions about people shape culture and employer brand - balancing efficiency with empathy.
  • You've worked in or towards building a high-performance culture, and you're a confident challenger who carries conviction and can influence leadership decisions.
  • You're comfortable operating without a playbook, in a company where the requirements and the shape of your role change constantly.
  • You think from first principles, get to the root cause of complex problems, weigh competing considerations and anticipate second-order consequences.
  • You're fluent with Notion, automation and AI tooling - your instinct is to build the thing rather than do it manually a second time - and you write clearly enough that a busy person reads it once and comes away with a clear idea of the situation and the next actions.

Desirable

  • Employment relations experience in the UK, Europe or the US - we operate across the UK and Europe today, with plans to expand to the US soon.
  • Experience working across multiple countries, including employer of record arrangements.
  • Compensation and benchmarking experience - salary banding, pay review cycles, market data.

Company Benefits

  • 25 days holiday
  • Day off on your birthday
  • Fully remote - expect quarterly meet ups with your team
  • Personal office budget £1200 / 1400€ per year
  • Paid for company trip twice a year. Previous locations included Barcelona and Budapest
People Performance Manager at tem.
Position posted 3 days ago

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Starling Bank on cord

Starling Bank

Full Stack Engineer (ML Ops)

London, UK
FinTech · Banking · Finance
A better bank for everyone
Active
over 6 months ago
Responds to
0% of requests
Responds in
1h 55m
Requests
7 pending

Skills & Experience

Job roles: Full Stack
Experience level: Mid, Senior
Core skills considered: Java, React, Redux, AWS, JavaScript

Logistics

Base salary: £70K - £110K
Employment type: Permanent
Remote working: Hybrid (up to 2 remote days p/w)
Visa sponsorship: Not available

Job Description

Starling is the UK’s first and leading digital bank on a mission to fix banking! Our vision is fast technology, fair service, and honest values. All at the tap of a phone, all the time.

Starling is the UK’s first and leading digital bank on a mission to fix banking! We built a new kind of bank because we knew technology had the power to help people save, spend and manage their money in a new and transformative way.

We’re a fully licensed UK bank with the culture and spirit of a fast-moving, disruptive tech company. We’re a bank, but better: fairer, easier to use and designed to demystify money for everyone. We employ more than 3,000 people across our London, Southampton, Cardiff and Manchester offices.

Our technologists are at the very heart of Starling and enjoy working in a fast-paced environment that is all about building things, creating new stuff, and disruptive technology that keeps us on the cutting edge of fintech. We operate a flat structure to empower you to make decisions regardless of what your primary responsibilities may be, innovation and collaboration will be at the core of everything you do. Help is never far away in our open culture, you will find support in your team and from across the business, we are in this together!

The way to thrive and shine within Starling is to be a self-driven individual and be able to take full ownership of everything around you: From building things, designing, discovering, to sharing knowledge with your colleagues and making sure all processes are efficient and productive to deliver the best possible results for our customers. Our purpose is underpinned by five Starling values: Listen, Keep It Simple, Do The Right Thing, Own It, and Aim For Greatness.

Hybrid Working

We have a Hybrid approach to working here at Starling - our preference is that you're located within a commutable distance of one of our offices so that we're able to interact and collaborate in person. We don't like to mandate how much you visit the office and work from home, that's to be agreed upon between you and your manager.

Our Data Environment

Our Data teams are excited about the value of data within the business, powers our product decisions to improve things for our customers and enhance effective and agile decision making, regardless of what their primary tech stack may be. Hear from the team in our latest blogs or our case studies with Women in Tech.

We are looking for talented data professionals at all levels to join the team. We value people being engaged and caring about customers, caring about the code they write and the contribution they make to Starling. People with a broad ability to apply themselves to a multitude of problems and challenges, who can work across teams do great things here at Starling, to continue changing banking for good.

Requirements

We have built our entire banking platform in house and mostly in Java. We are looking for people who want to work on building the tooling that is used by our engineers on a daily basis.

We are looking for people who are truly full stack, and are as comfortable polishing their javascript front end as they are debugging the innards of their java applications database interactions, or standing up infrastructure with terraform. We are looking for people who can:

  • Design REST apis.
  • Code backend services, ideally using Java, or another other server side compiled language.
  • Develop modern front ends, ideally using React and Redux.
  • Get their code into the cloud and support it there, ideally on AWS.
  • Believe in clean coding, simple solutions, automated testing and continuous deployment.
  • Like to take ownership of a feature from the original idea through to live.
  • Think (like us) that a small number of empowered developers is the right way to deliver software.

Company Benefits

  • 33 days holiday (including flexible bank holidays)
  • An extra day’s holiday for your birthday
  • 16 hours paid volunteering time a year
  • Part-time and/or flexible hours available for most roles
  • Salary sacrifice, company enhanced pension scheme
  • Life insurance at 4x your salary
  • Hybrid/remote working
  • Private Medical Insurance with VitalityHealth including mental health support and cancer care. Partner benefits include discounts with Waitrose, Mr&Mrs Smith and Peloton
  • Generous family-friendly policies
  • Varied social groups set up and run by our employees
  • Perkbox membership giving access to retail discounts, a wellness platform for physical and mental health, and weekly free and boosted perks
  • Access to initiatives like Cycle to Work, Salary Sacrificed Gym partnerships and Electric Vehicle (EV) leasing

Full details are available on our careers site

Interview Process

Interviewing is a two way process and we want you to have the time and opportunity to get to know us, as much as we are getting to know you! Our interviews are conversational and we want to get the best from you, so come with questions and be curious. In general you can expect the below, following a chat with one of our Talent Team:

  • Stage 1 - 30 mins with one of the team
  • Stage 2 - Take home challenge
  • Stage 3 - 90 mins technical interview with two team members
  • Stage 3 - 45 min final with an executive and a member of the people team
Alex Yeates on cord
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