Principal, Performance Management Partner (Performance Management Team)

Design & Strategy 

• →Contribute to the design and evolution of the company's performance management strategy, ensuring it supports business objectives and employee development. 

• →Continuously refine goal-setting frameworks (e.g., OKRs, SMART goals) in collaboration with business units. 

Cycle Management 

• →Own the end-to-end performance review process, including calibration, training, system readiness, and feedback mechanisms. 

• →Facilitate mid-year and year-end reviews, ensuring fairness, consistency, and meaningful developmental conversations. 

Data & Insights 

• →Analyze performance data to identify trends, gaps, and opportunities for talent development. 

• →Provide actionable insights to HR and business leaders to improve team effectiveness and individual performance. 

Stakeholder Engagement 

• →Serve as a trusted advisor to HR Business Partners and People Leaders on performance topics. 

• →Conduct training sessions and coaching on feedback, goal-setting, and performance improvement plans. 

Continuous Improvement 

• →Evaluate the effectiveness of performance tools and systems, and recommend improvements or new platforms as needed. 

• →Stay abreast of best practices and trends in performance management, bringing forward innovative ideas to enhance employee engagement and impact. 

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field 
• 8+ years of experience in HRM, with at least 2+ years focused on Performance management or HRBP. 
• Proven ability to quickly pivot and realign performance priorities in response to fast-changing business needs, and rapidly design viable, actionable solutions. 
• Strong practical understanding of performance frameworks (e.g., OKRs, 9-box) and proficiency in utilizing HR systems (e.g., Workday, SAP SuccessFactors, Lattice). 
• Exceptional English communication and facilitation skills to lead training and effectively align diverse stakeholders. 
• Analytical approach with the ability to interpret performance data and translate it into strategic recommendations for talent development. 

• Experience in a fast-paced, high-growth environment((e.g., e-commerce, tech, or hyper-growth industries)

• Proven track record of collaborating closely with business leaders, HRBPs, and L&D teams to drive a high-performance culture 

Recruitment Process and Others  

Recruitment Process  

• Application Review - Phone Interview - Onsite (or Virtual Onsite) Interview – Offer  

• The exact nature of the recruitment process may vary according to the specific job and may be changed due to scheduling or other circumstances.  

• Interview schedules and the results will be informed to the applicant via the e-mail address submitted at the application stage.  

Details to Consider  

• This job posting may be closed prior to the stated end date for application if all openings are filled.  

• Coupang has the right to rescind an offer of employment if a candidate is found to have submitted false information as part of the application process.  

• Those eligible for employment protection (recipients of veteran’s benefits, the disabled, etc.) may receive preferential treatment for employment in accordance with applicable laws.  

• Job titles and responsibilities may be subject to change depending on the candidate’s overall experience, etc. This will be communicated to the candidate at the appropriate time before the offer.  

• Hiring may be restricted in case the legal qualifications required for hiring and work performance is not met.  

• This is a full-time regular position and includes 12 weeks of probation period; provided, however, the probationary period may be either skipped, shortened or extended if necessary for business purposes. 

Privacy Notice  

• Your personal information will be collected and managed by Coupang as stated in the Application Privacy Notice located below.  

https://www.coupang.jobs/en/privacy-policy 

Document Return Policy 

1. This notification is given pursuant to Article 11 (6) of the Fair Hiring Procedure Act.  
2. A job applicant, who has applied but not been finally selected for a position at Coupang (the “Company”), may request the Company to return his/her hiring documents submitted pursuant to the Fair Hiring Procedure Act. However, this will not apply where the hiring documents were submitted via the website of the Company or e-mail, or where the job applicant submitted those documents voluntarily without a request from the Company. In addition, if the hiring documents were destroyed due to a natural disaster or any other reasons not attributable to the Company, such documents will be deemed to have been returned to the job applicant.  
3. A job applicant who wishes to request the return of his/her hiring documents pursuant to the main sentence of paragraph 2 above should fill out a “Request for Return of Hiring Documents” [Annex Form No. 3 in the Enforcement Rule of the Fair Hiring Procedure Act] and submit It by email (recruitingops@coupang.com). In such case, within fourteen (14) days from the date of identifying the receipt of the request, the Company will send the hiring documents to the job applicant’s designated address via registered mail. Please be informed that the job applicant is required to pay the postage on the registered mail.  
4. In preparation for a job applicant’s request for the return of hiring documents pursuant to the main sentence of paragraph 2 above, the Company shall retain the original hiring documents submitted by the job applicant for 180 days from the completion of the recruiting process. If no request is made until the end of this period, all his/her hiring documents will be destroyed immediately in accordance with the Personal Information Protection Act.  
5. The above paragraphs 1 - 4 shall only apply when the labor-related laws of Korea govern the application. They are otherwise not applicable.