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About the Role
This is where you come in. Below, you’ll find what this role is all about—the impact you’ll drive, the challenges you’ll tackle, and what it takes to thrive at Addi. If you’re ready to be part of something big, keep reading.
What’s the mission you’ll driveDesign and execute Addi’s talent architecture by transforming performance management and organizational design into competitive advantages, ensuring a culture of radical feedback, high performance, and high-impact leadership.
What you will do
- Relaunch the Performance Management System: Implement a new, agile performance review cycle (360° reviews, OKRs, or continuous check-ins) achieving a 95% adoption rate and establishing a direct correlation between high performance and compensation.
- Establish a Multi-Level L&D Learning Map: Define and launch the "Addi Competency Framework" 6, outlining the technical and behavioral requirements for every level (from Individual Contributor to Vp).
- Scale a High-Frequency Feedback Culture: Increase the frequency and quality of documented feedback, through a critical training program on "Radical Candor" and difficult conversations.
- Optimize Organizational Design (Org Design): Execute a comprehensive organizational audit to identify silos or redundancies, proposing structure changes that improve "span of control" and decision-making speed across the company.
- Standardize Underperformance Management: Establish a clear, data-driven "Performance Development Plan" (PDP) protocol that ensures a fair but fast resolution (either successful recovery or exit) for 100% of identified underperformers.
- Launch a "New Manager" Leadership Bootcamp: Ensure 100% of newly promoted or hired leaders complete an immersion program on Addi’s culture and management essentials, reducing voluntary turnover in their respective teams
What we’re looking forDemonstrates deep expertise in Strategic Talent & Org Development
- Possesses 5+ years of experience navigating the complexities of Talent Management, OD, or HRBP within high-growth fintechs or top-tier consulting firms.
- Proven ability to translate business strategy into organizational structures that support rapid scaling (100 to 500+ employees).
- Has solid expertise in diagnosing organizational gaps and implementing structural changes that improve speed-to-market.
Track record of leading High-Impact Performance Transformations
- Proven success in replacing legacy, bureaucratic "check-the-box" reviews with agile, high-frequency feedback loops that drive actual performance.
- Demonstrates the ability to align individual OKRs/goals with company-wide North Star metrics to ensure every "Builder" at Addi is moving the needle.
- Experienced in designing incentive and recognition systems that reinforce a meritocratic, high-performance culture.
Possesses strong mastery of People Analytics & Technical Stack
- Demonstrates expert-level command of modern talent platforms (e.g., Lattice, Culture Amp) to extract actionable insights rather than just managing data.
- Has solid expertise in using Agile Project Management methodologies (Scrum/Kanban) to launch HR initiatives with the speed of a product squad.
- Proven ability to use data-driven narratives to influence C-level stakeholders on talent investments.
Experienced in Crisis Management & Cultural Remediation
- Demonstrates a steady hand and high emotional intelligence when managing "high-stakes" people issues, including involuntary exits and team restructures.
- Track record of successfully leading cultural turnarounds or remediation plans in departments facing low engagement or high turnover.
- Possesses the professional courage to deliver "Radical Candor" to senior leadership when cultural values are at risk.
Demonstrates an "Owner" Mindset in Scaling Environments
- Proven ability to build "from zero to one"—creating frameworks, playbooks, and processes where none exist.
- Varies approach between high-level strategic design and "rolling up sleeves" to execute tactical tasks during peak growth periods.
- Has solid expertise in balancing the "human" element of HR with the "ruthless prioritization" required in a fast-paced fintech.
Track record of Change Management & Strategic Influence
- Varies persuasion techniques to align C-level executives and Engineering leads on new talent methodologies.
- Displays mastery in handling resistance to change, turning skeptics into ambassadors for new feedback cultures.
Has solid expertise in Managing High-Stakes People Issues
- Demonstrates exceptional skill in coaching leaders through "Underperformance" cases, balancing empathy with a strict results-orientation.
- Possesses the professional judgment required to manage exits and organizational restructuring with high integrity and discretion.
Demonstrates a Strong Strategic & Analytical Mindset
- Proven ability to translate people metrics (eNPS, turnover, performance ratings) into clear business action plans.
- Experienced in connecting L&D initiatives directly to product roadmaps and financial milestones.
Possesses High Emotional Intelligence & Radical Candor
- Leads by example in a feedback-rich environment, showing the courage to give and receive direct, constructive criticism even in high-pressure situations.
