• Design, launch, and continuously evolve a scalable performance management framework (design → rollout → iteration) • Define and operationalize what high performance means at Rockbot — by role, level, and impact • Establish clear goal-setting, feedback, and accountability rhythms across the organization • Partner with leaders on talent planning, succession, development, and performance accountability • Ensure compensation calibration and leveling frameworks (Carta Total Comp) reinforce performance standards • Architect scalable lifecycle systems (onboarding → development → retention → transitions) • Strengthen HRIS and people infrastructure (Paylocity and integrated systems) to ensure data accuracy and operational reliability • Identify friction points across the employee experience and redesign workflows for clarity and efficiency • Build processes that confidently scale from 100 → 300+ employees without losing accountability or culture • Define and track the people metrics that matter - performance, retention, mobility, engagement, and organizational health • Translate insights into practical action plans leaders actually use • Establish disciplined reporting cadences and raise the bar on operational rigor • Leverage technology and emerging tools to improve visibility, efficiency, and decision quality