Principal Talent Management Partner at Gametime United

, , United States -

Full Time

Start Date

Immediate

Expiry Date

18 Dec, 25

Salary

216222.0

Posted On

19 Sep, 25

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Performance Management, Talent Reviews, Succession Planning, Career Architecture, Manager Enablement, Internal Mobility, Development, Attraction, Selection, Onboarding, Engagement, Retention, Workforce Planning, Talent Analytics, Change Management, AI Technology

Industry

Entertainment Providers

Description

About Us: Live experiences help people cross today’s digital divide and focus on what truly connects us – the here, the now, this once-in-a-lifetime moment that’s bringing us together. To fulfill Gametime’s mission of uniting the world through shared experiences, we make it easy for people to discover and access the live experiences that matter most. With platforms on iOS, Android, mobile web and desktop supporting more than 60,000 events across the US and Canada, we are reimagining the event ticket industry in order to move at the speed of life. The Role As our Senior IC, Talent & Performance Architecture, you won't just run programs—you'll build the very infrastructure that defines our high-performance culture at Gametime. You hold the company-wide design authority for our most critical people initiatives, translating our talent philosophy into simple, scalable, and impactful solutions for our remote workforce. Key Responsibilities Performance Management Own and lead all aspects of performance management, including policy, timelines, tools, enablement, calibration, and post-cycle action planning. Drive fairness and quality through consistent application of rating guidance and promotion criteria. Talent Reviews & Succession Planning Run quarterly and biannual talent reviews, identifying bench strength and risks for critical roles. Maintain succession slates and development plans in collaboration with leadership. Career Architecture Maintain role profiles, levels, and competencies aligned to Gametime’s culture. Ensure job architecture supports hiring, development, and compensation practices; partner with Total Rewards on Radford alignment. Manager Enablement Build and deliver playbooks, workshops, and toolkits to raise managerial capability in feedback, coaching, and performance conversations. Track adoption and effectiveness through feedback and success metrics. Internal Mobility & Development Standardize frameworks for individual development plans, mentorship, and stretch assignments. Partner with business leaders to support internal pipelines for critical roles. Attraction, Selection & Onboarding Partnership Partner with Talent Acquisition to align interview practices with competencies. Support bar-raising hiring and onboarding experiences. Engagement & Retention Linkage Use engagement survey data to inform talent programs and manager development. Identify retention risks and recommend interventions. Workforce Planning Collaborate with FP&A and Talent Acquisition on headcount planning, succession, and internal movement strategy. Talent Analytics Build and maintain dashboards that track performance cycle health, promotion velocity, internal mobility, and adverse impact. Systems & Tooling Act as product owner for talent platforms. Oversee configuration, integrations, and usability of tools supporting performance, engagement, and development. Change Management & Communication Create executive-level narratives, manager enablement kits, FAQs, and company-wide communications to support program launches and change efforts. AI Technology Comfortable leveraging AI tooling to streamline cycles (feedback quality checks, calibration signal surfacing, skills inference for successors). Evaluates, adopts, and operationalizes AI within talent systems; sets guardrails for bias, fairness, and privacy. Partners with People Analytics to run AI-assisted insights (e.g., promotion velocity variance, mobility predictors) and convert to action. Key Competencies Technical Skills Expertise in performance management, competency models, and Radford leveling. Advanced spreadsheet and analytics capabilities; experience with HRIS, performance, engagement, and LMS systems. Interpersonal Skills Strong facilitation and communication skills, including executive presence. Skilled in guiding calibrations and cross-functional alignment. Leadership Competencies Strategic thinking with ability to influence executive stakeholders. Ability to drive adoption of programs across a fully remote, high-performance culture. Problem-Solving & Decision-Making Proactive in identifying opportunities to simplify and scale talent programs. Uses data to inform program evolution and decision-making. Minimum Qualifications Education: Bachelor’s degree required Experience: 10+ years in Talent Management, Organizational Development, or related field Other Requirements: Experience owning company-wide performance cycles in a high-growth environment Familiarity with job architecture, leveling, and promotion readiness models Strong analytical, program management, and facilitation skills Preferred Qualifications Experience in fully remote tech environments Culture Amp or similar platform experience Background in workforce planning or financial partnership What We Can Offer: Flexible PTO Competitive salary & equity package Monthly Gametime credits for any event ($1,200/yr) Medical, dental, & vision insurance Life insurance and disability benefits Diverse Family-forming benefits through Carrot Fertility 401k, HSA, pre-tax savings programs Company off-sites and meet-ups Wellness programs Tenure recognition At Gametime pay ranges are subject to change and assigned to a job based on specific market median of similar jobs according to 3rd party salary benchmark surveys. Individual pay within that range can vary for several reasons including skills/capabilities, experience, and available budget. United States - Pay Range $167,080—$216,222 USD Gametime is committed to bringing together individuals from different backgrounds and perspectives. We strive to create an inclusive environment where everyone can thrive, feel a sense of belonging, and do great work together. As an equal opportunity employer, we prohibit any unlawful discrimination against a job applicant on the basis of their race, color, religion, veteran status, sex, parental status, gender identity or expression, transgender status, sexual orientation, national origin, age, disability or genetic information. We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our company.

Responsibilities

Lead all aspects of performance management and drive fairness through consistent application of rating guidance. Build infrastructure for talent initiatives and support internal mobility and development.