Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a significant amount of work ahead. That means you have an opportunity to put the global economy within everyone’s reach while doing the most important work of your career.

About the team

The Performance and Talent Planning team is part of Stripe’s broader Talent and Development organization. We shape how Stripes grow their careers and do their best work.

We build the programs, systems, and insights that help managers develop strong teams, help leaders plan for the future, and give Stripes clear opportunities to grow. Our work spans performance, talent planning, career development, succession, and organizational insights. Our goal is to make Stripe a place where talented people can build lasting careers and have an outsized impact.

What you’ll do

In this role, you will help translate Stripe’s performance and talent philosophy into scalable, global experiences. You will work across People Products, People Insights, Employee Relations, People Partners and other partner teams to design programs and systems that are clear for users, operationally durable, and aligned with Stripe’s future needs. You will bring a product mindset to all you do, starting with data driven problem statements, qualitative and quantitative signals, an understanding of the end-to-end user experience, an iterative design process, and an obsession with continuous improvement over time. You will be comfortable operating across time zones and navigating competing perspectives, incomplete information, and urgent priorities.

A Day in the Life

You start your day by reviewing your agenda in Slack or asking your AI agent to summarize ongoing work and priorities. Energized by a mix of workstream meetings across People Products, Manager Enablement, and M&A Transitions, you check overnight updates from teammates across time zones. Colleagues in Dublin have shared feedback that keeps the launch plan moving, while teammates in Melbourne have raised thoughtful questions about how a new performance process will integrate into the existing reporting capabilities they rely on for annual talent planning.

These questions are exactly the kind of challenge you value. They push you to build with a user-first mindset, anticipate downstream impacts, and mitigate risks before they emerge. You draw on expertise from across the organization while balancing the responsibility of integrating global perspectives, designing seamless end-to-end experiences, and coordinating work across interconnected teams. A new question sparks a new connection, and you quickly identify another stakeholder who should be brought into the next phase of the program.

As the day progresses, updates from cross-functional partners show steady progress across multiple fronts, but one critical area stalls. Rather than waiting for next week's meeting, you escalate immediately to keep momentum high and de-risk the program timeline. You end the day energized by the complexity of the work, the curiosity and collaboration of your colleagues, and the opportunity to continue to build, solve, and innovate every day.

Responsibilities

• Drive and scale Stripe’s performance philosophy and practices. Design and improve performance experiences that help Stripes understand expectations, grow through feedback, and make meaningful contributions.
• Evolve performance and talent tooling. Partner with People Products and cross-functional stakeholders to translate program needs into scalable systems, processes, and user journeys.
• Strengthen career growth and talent investment. Help shape the programs, mechanisms, and insights that enable career development, talent planning, succession, and thoughtful investment in Stripe’s people as the company grows.
• Lead complex, cross-functional workstreams. Build alignment among global stakeholders; surface risks and dependencies early; make progress in ambiguous environments; and unblock critical decisions quickly.
• Use insights to improve outcomes. Define clear problem statements, gather qualitative and quantitative data, and use those insights to refine strategy, programs, and execution.

Who you are

You are a systems thinker who can connect the details of a program or product experience to the broader organizational context. You are energized by ambiguity and complexity, and thrive in bringing just enough structure, clarity, and strong momentum to the work. You build trusted relationships, communicate directly and thoughtfully, and create accountability across teams, with speed.

Minimum requirements

• 10+ years of experience building and scaling global People or HR experiences, with experience across both process and product or systems design
• Experience leading complex programs in fast-paced, ambiguous environments where high ownership and cross-functional problem solving are expected.
• Strong systems thinking: the ability to understand how people, processes, tools, policies, and organizational decisions influence one another over time and how to augment workflows and processes using AI tools.
• A demonstrated ability to build enduring, trusted stakeholder relationships; communicate effectively across levels and functions; and establish clear decision-making and accountability mechanisms.
• A disciplined approach to problem solving. You begin with the “why,” define and refine problem statements steeped in both quantitative and qualitative data, and continuously ask “is this the right problem to solve, at the right time?”
• High agency and sound judgment. You identify opportunities or risks, take action quickly, and escalate thoughtfully when progress is blocked.
• Deep alignment with Stripe’s Operating Principle, Obsess over Talent. You believe that people are one of Stripe’s greatest unlocks: attracting exceptional talent, creating environments where they can thrive, building systems that support growth, and recognizing meaningful contributions.
• Curiosity and humility. You are a continuous learner who seeks to understand before acting, welcomes ideas from many sources, and is willing to change course when new evidence suggests a better path.

Preferred qualifications

• 10+ years of experience across a diverse portfolio of People programs: talent management, organizational development, leadership and/or executive development, program and talent operations, and compensation and benefits
• People product design and management experience in high growth environments with fast iterative cycles, changing priorities, and a steady stream of feature requests and backlog
• Experience and excellence leading executive level talent discussions that influence People strategy, with humility, curiosity, and a grounded presence