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Salary: USD 165,000 - 205,000 / annual
Ironclad is a leading AI-powered contract lifecycle management platform trusted by transformative organizations including Rivian, the World Health Organization, and the Associated Press. The company is recognized as a Leader in the Forrester Wave and Gartner Magic Quadrant for CLM, a Fortune Great Place to Work, and one of Fast Company's Most Innovative Workplaces.
In this role, you will own Ironclad's performance management practices and drive talent strategy across the organization. Key responsibilities include:
- Owning bi-annual feedback and performance cycles, ensuring smooth execution with clear expectations and strong adoption
- Leading promotion processes and calibration practices that support thoughtful, differentiated talent decisions
- Driving talent reviews and succession planning by creating clear operating rhythms, decision frameworks, and inputs for leaders
- Developing and evolving talent frameworks, performance standards, and calibration guidance to ensure consistency and quality
- Partnering with People Business Partners (PBPs) and functional leaders to identify talent themes, risks, and opportunities
- Owning company-wide communications and engagement related to talent programming, rollouts, and timelines
- Building scalable tools and guidance that improve manager confidence and consistency in talent decisions
- Identifying opportunities to embed AI into talent programs and workflows to drive efficiency and acceleration
- Collaborating with People Operations to configure, administer, and continuously improve talent management systems
You should have experience owning or leading performance management, promotion, calibration, and talent review programs in scaling organizations. You excel at cross-functional collaboration, have strong judgment in talent practices, and can balance rigor with practicality. Strong program management skills, analytical thinking, and the ability to turn ambiguous talent questions into structured insights are essential. Success means performance cycles run smoothly with actionable outputs, promotion processes are trusted and consistent, leaders have better talent visibility and succession planning, and talent programs feel integrated rather than fragmented.
