Principal, Strategic Talent Partner (HRBP)

Company Introduction  We exist to wow our customers. We know we’re doing the right thing when we hear our customers say, “How did I ever live without Coupang?” Born out of an obsession to make shopping, eating, and living easier than ever, we are collectively disrupting the multi-billion-dollar commerce industry from the ground up and establishing an unparalleled reputation for being leading and reliable force in South Korean commerce.  We are proud to have the best of both worlds — a startup culture with the resources of a large global public company. This fuels us to continue our growth and launch new services at the speed we have been since our inception. We are all entrepreneurs surrounded by opportunities to drive new initiatives and innovations. At our core, we are bold and ambitious people that like to get our hands dirty and make a hands-on impact. At Coupang, you will see yourself, your colleagues, your team, and the company grow every day.    Our mission to build the future of commerce is real. We push the boundaries of what’s possible to solve problems and break traditional tradeoffs. Join Coupang now to create an epic experience in this always-on, high-tech, and hyper-connected world.    Role Overview   We are seeking a strategic and data-driven Performance Management Partner to design, implement, and evolve performance frameworks that align employee growth with organizational success. In this role, you will partner closely with business leaders, HRBPs, and Learning & Development teams to drive continuous feedback, goal alignment, and a high-performance culture across the organization.    Key Responsibilities Design & Strategy  * Contribute to the design and evolution of the company's performance management strategy, ensuring it supports business objectives and employee development.  * Continuously refine goal-setting frameworks (e.g., OKRs, SMART goals) in collaboration with business units.  Cycle Management  * Own the end-to-end performance review process, including calibration, training, system readiness, and feedback mechanisms.  * Facilitate mid-year and year-end reviews, ensuring fairness, consistency, and meaningful developmental conversations.  Data & Insights  * Analyze performance data to identify trends, gaps, and opportunities for talent development.  * Provide actionable insights to HR and business leaders to improve team effectiveness and individual performance.  Stakeholder Engagement  * Serve as a trusted advisor to HR Business Partners and People Leaders on performance topics.  * Conduct training sessions and coaching on feedback, goal-setting, and performance improvement plans.  Continuous Improvement  * Evaluate the effectiveness of performance tools and systems, and recommend improvements or new platforms as needed.  * Stay abreast of best practices and trends in performance management, bringing forward innovative ideas to enhance employee engagement and impact.    Basic Qualifications * Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field  * 8+ years of experience in HRM, with at least 2+ years focused on Performance management or HRBP.  * Proven ability to quickly pivot and realign performance priorities in response to fast-changing business needs, and rapidly design viable, actionable solutions.  * Strong practical understanding of performance frameworks (e.g., OKRs, 9-box) and proficiency in utilizing HR systems (e.g., Workday, SAP SuccessFactors, Lattice).  * Exceptional English communication and facilitation skills to lead training and effectively align diverse stakeholders.  * Analytical approach with the ability to interpret performance data and translate it into strategic recommendations for talent development.    Preferred Qualifications * Experience in a fast-paced, high-growth environment((e.g., e-commerce, tech, or hyper-growth industries) * Proven track record of collaborating closely with business leaders, HRBPs, and L&D teams to drive a high-performance culture    Recruitment Process and Others   Recruitment Process   * Application Review - Phone Interview - Onsite (or Virtual Onsite) Interview – Offer   * The exact nature of the recruitment process may vary according to the specific job and may be changed due to scheduling or other circumstances.   * Interview schedules and the results will be informed to the applicant via the e-mail address submitted at the application stage.     Details to Consider   * This job posting may be closed prior to the stated end date for application if all openings are filled.   * Coupang has the right to rescind an offer of employment if a candidate is found to have submitted false information as part of the application process.   * Those eligible for employment protection (recipients of veteran’s benefits, the disabled, etc.) may receive preferential treatment for employment in accordance with applicable laws.   * Job titles and responsibilities may be subject to change depending on the candidate’s overall experience, etc. This will be communicated to the candidate at the appropriate time before the offer.   * Hiring may be restricted in case the legal qualifications required for hiring and work performance is not met.   * This is a full-time regular position and includes 12 weeks of probation period; provided, however, the probationary period may be either skipped, shortened or extended if necessary for business purposes.    Privacy Notice   * Your personal information will be collected and managed by Coupang as stated in the Application Privacy Notice located below.   https://www.coupang.jobs/en/privacy-policy    Document Return Policy  1. This notification is given pursuant to Article 11 (6) of the Fair Hiring Procedure Act.   2. A job applicant, who has applied but not been finally selected for a position at Coupang (the “Company”), may request the Company to return his/her hiring documents submitted pursuant to the Fair Hiring Procedure Act. However, this will not apply where the hiring documents were submitted via the website of the Company or e-mail, or where the job applicant submitted those documents voluntarily without a request from the Company. In addition, if the hiring documents were destroyed due to a natural disaster or any other reasons not attributable to the Company, such documents will be deemed to have been returned to the job applicant.   3. A job applicant who wishes to request the return of his/her hiring documents pursuant to the main sentence of paragraph 2 above should fill out a “Request for Return of Hiring Documents” [Annex Form No. 3 in the Enforcement Rule of the Fair Hiring Procedure Act] and submit It by email (recruitingops@coupang.com). In such case, within fourteen (14) days from the date of identifying the receipt of the request, the Company will send the hiring documents to the job applicant’s designated address via registered mail. Please be informed that the job applicant is required to pay the postage on the registered mail.   4. In preparation for a job applicant’s request for the return of hiring documents pursuant to the main sentence of paragraph 2 above, the Company shall retain the original hiring documents submitted by the job applicant for 180 days from the completion of the recruiting process. If no request is made until the end of this period, all his/her hiring documents will be destroyed immediately in accordance with the Personal Information Protection Act.   5. The above paragraphs 1 - 4 shall only apply when the labor-related laws of Korea govern the application. They are otherwise not applicable.

Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy. As a Principal People Success Partner (more commonly referred to as "HR Business Partner"), you'll be at the intersection of business strategy and talent execution. Reporting to the Director of People Success (GTM), this role will primarily focus on the core Sales organization while connecting the dots across Sales, Marketing, Enterprise, and Onboarding.  This role will operate as a senior-level individual contributor navigating a high-growth, matrixed environment. Acting as an enterprise connector, this role will drive cross-functional talent strategies across Sales and Marketing while influencing senior leaders to align talent priorities with broader business goals. Additionally, this role will lead complex organizational health strategies and act as a systemic thinker, partnering with other People Success Partners (PSPs) to shape and elevate the overarching talent density of our business units.   Note to applicants: We are prioritizing candidates located near our hubs in Boston, New York City, Toronto, San Francisco, and Omaha.    A day in the life (Responsibilities): * Strategic Advisory & Execution: Partner directly with GTM VPs and leadership teams to align cross-functional talent strategies with long-term business goals. * Executive Coaching: Serve as a "Culture Mirror" and trusted coach for senior leadership, providing courageous feedback on team effectiveness and leadership capability. * People Process Architect: Lead the multi-year transformation of our global Sales organization, standardizing excellence in hiring, coaching, and performance culture. * AI & Scalability Pioneer: Proactively experiment with AI technology to automate people processes and evolve AE attrition models from "backward-looking" to "predictive". * Organizational Health & Design: Diagnose current health and design future-ready structures, focusing on role scoping, spans/layers, and territory-driven retention. * COE Collaboration: Serve as a primary contact and partner for Center of Excellence (COE) teams, ensuring global programs (such as annual review cycles) are scalable for GTM without creating bespoke solutions. * Operational Detective: Marry quantitative trends (attrition trackers, quota attainment) with qualitative insights to pressure-test root causes of business gaps.   What you'll need to thrive (Requirements) * Strategic Execution: 10+ years of HRBP experience, specifically supporting high-pressure Sales and Marketing organizations in a hyper-growth SaaS environment. * Sales Fluency: Deep understanding of "classic sales" mechanics, including accelerators, booked vs. live "haircuts," and sales leadership scorecards. * The AI "Builder" Mindset: A proactive interest in adopting and experimenting with AI to solve for scale. * Comfort using data to identify gaps and drive solutions, with the ability to marry quantitative trends (attrition trackers, quota attainment) with qualitative leadership coaching. * Programmatic Heft: Proven success leading "Big Rock" initiatives. * Communication & Influence: Exceptional ability to influence through complex/matrix structures and tell the truth to senior leadership, even when it’s uncomfortable.   Why Toast? This is a meaningful opportunity to shape the future of People Technology at Toast during an important phase of growth and transformation. You will inherit a talented team and a critical platform ecosystem, with the opportunity to bring clarity, structure, innovation, and scale to how Toast supports employees, managers, candidates, and People teams. In this role, you will lead a mission-critical function, build a strategic roadmap, reduce tech debt, simplify systems experiences, strengthen vendor partnerships, and help Toast get the most value from its People Technology investments.     AI at Toast At Toast, one of our company values is that we're hungry to build and learn. We believe learning new AI tools empowers us to build for our customers faster, more independently, and with higher quality. We provide these tools across all disciplines, from Engineering and Product to Sales and Support, and are inspired by how our Toasters are already driving real value with them. The people who thrive here are those who embrace changes that let us build more for our customers; it’s a core part of our culture. Our Total Rewards Philosophy We strive to provide competitive compensation and benefits programs that help to attract, retain, and motivate the best and brightest people in our industry. Our total rewards package goes beyond great earnings potential and provides the means to a healthy lifestyle with the flexibility to meet Toasters’ changing needs. Learn more about our benefits at https://careers.toasttab.com/toast-benefits.   #LI-DNI The base salary range for this role is listed below. The starting salary will be determined based on skills, experience, and geographic location. In addition to base salary, our total rewards components include cash compensation (overtime, bonus/commissions if eligible), equity, and benefits. You can learn more about how we align pay with local labor markets in our Geographic Pay Zone Philosophy. Zone A $159,000—$254,000 USD Zone B $138,000—$221,000 USD Zone C $125,000—$200,000 USD How Toast Uses AI in its Hiring Process Throughout the hiring process, our goal is to get to know you. We use AI tools to support our recruiters and interviewers with tasks like note-taking, summarization, and documentation of interviews to ensure they can be fully focused on your conversation. All hiring decisions are made by people. To learn more: https://careers.toasttab.com/ai-in-hiring Our Approach to Hybrid Working We embrace a hybrid work model that fosters in-person collaboration while valuing individual needs. Our goal is to build a strong culture of connection as we work together to empower the hospitality community, regardless of location. Please visit the Locations page on our career site to learn more about our in-office expectations by region: https://careers.toasttab.com/locations-toast Diversity, Equity, and Inclusion is Baked into our Recipe for Success At Toast, our employees are our secret ingredient—when they thrive, we thrive. The restaurant industry is one of the most diverse, and we embrace that diversity with authenticity, inclusivity, respect, and humility. By embedding these principles into our culture and design, we create equitable opportunities for all and raise the bar in delivering exceptional experiences. We Thrive Together We embrace a hybrid work model that fosters in-person collaboration while valuing individual needs. Our goal is to build a strong culture of connection as we work together to empower the restaurant community. To learn more about how we work globally and regionally, check out: https://careers.toasttab.com/locations-toast. Apply today! Toast is committed to creating an accessible and inclusive hiring process. As part of this commitment, we strive to provide reasonable accommodations for persons with disabilities to enable them to access the hiring process. If you need an accommodation to access the job application or interview process, please contact candidateaccommodations@toasttab.com. ------ For roles in the United States, it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.