Dive in and do the best work of your career at DigitalOcean. Journey alongside a strong community of top talent who are relentless in their drive to build the simplest scalable cloud. If you have a growth mindset, naturally like to think big and bold, and are energized by the fast-paced environment of a true industry disruptor, you’ll find your place here. We value winning together—while learning, having fun, and making a profound difference for the dreamers and builders in the world.

As a Manager Success Partner, you will be the dedicated people advisor to managers across the organization. You will help them make high-quality, consistent people decisions on performance, employee issues, and team changes, while protecting the company's culture and legal standing. You will take on the hands-on, judgment-heavy people work that sits between high-volume People Operations support and the strategic work of our senior People Business Partners, which frees those partners to focus on organization design and senior leadership priorities.

What You'll Do

Talent and Performance Management

Guide managers end to end through performance improvement plans: documenting underperformance, setting milestones, delivering difficult conversations, and issuing warnings
Support probation extensions and performance-based terminations during probation
Manage the process and communication for involuntary terminations, and help senior partners with documentation on more complex exits
Review manager justifications for off-cycle promotions and salary adjustments to ensure internal equity and budget alignment, and help with documentation and approvals
Support the performance and calibration cycles by providing general guidance, first-level review of promotion justifications, and responding to questions that frontline People teams cannot resolve
Identify common development needs among managers and partner with Talent Development on learning and development programs
Coach managers on engagement survey results and help them build action plans to address priority areas

Employee Relations

Act as a coach and sounding board for managers on conflict, grievances, and disciplinary concerns that need mediation and resolution
Conduct investigations on an as-needed basis
Coach managers on giving direct, candid feedback to team members, and build manager capability over time
Conduct exit interviews where needed or requested, and share thematic feedback with People Business Partners and Talent Development

Organizational Change and Approvals

Manage the logistics and communication for small-scale team changes, such as moving a team to a new manager, and coach managers on sound team structures
Review and approve low-complexity exceptions, such as certain leave categories, hiring exceptions, and notice period waivers, using agreed criteria
Escalate complex cases to senior People Business Partners, Legal, or Total Rewards when appropriate

Process and Scale

Create templates, playbooks, and standard workflows that bring consistency and meet local legal requirements
Find work that can be automated, simplified, or moved to People Operations, and build capacity to take on more over time
Work with People Operations, Total Rewards, Legal, Talent Development, and People Technology to deliver a cohesive manager experience

Data and Insight

Partnering with the People Analytics team, define and provide data & insights for People quarterly business reviews and proactively using data to identify and guide recommendations
Gather manager feedback through surveys to measure confidence and improve support

What You'll Add to DigitalOcean

5+ years of progressive HR experience in a generalist, HR business partner, or employee relations role, ideally in a high-growth technology or cloud/SaaS company
Hands-on experience coaching managers through performance management, employee relations, and difficult conversations
Strong communication skills and comfortable facilitating group discussions
Experience with PIPs, probation processes, conducting investigations and terminations, including the documentation they require