<div class="content-intro"><p>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. </p></div><p>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.</p> <h2><strong>What You'll Do</strong></h2> <h3><strong>Talent and Performance Management</strong></h3> <ul> <li>Guide managers end to end through performance improvement plans: documenting underperformance, setting milestones, delivering difficult conversations, and issuing warnings</li> <li>Support probation extensions and performance-based terminations during probation</li> <li>Manage the process and communication for involuntary terminations, and help senior partners with documentation on more complex exits</li> <li>Review manager justifications for off-cycle promotions and salary adjustments to ensure internal equity and budget alignment, and help with documentation and approvals</li> <li>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</li> <li>Identify common development needs among managers and partner with Talent Development on learning and development programs</li> <li>Coach managers on engagement survey results and help them build action plans to address priority areas </li> </ul> <h3><strong>Employee Relations</strong></h3> <ul> <li>Act as a coach and sounding board for managers on conflict, grievances, and disciplinary concerns that need mediation and resolution </li> <li>Conduct investigations on an as-needed basis</li> <li>Coach managers on giving direct, candid feedback to team members, and build manager capability over time</li> <li>Conduct exit interviews where needed or requested, and share thematic feedback with People Business Partners and Talent Development</li> <li> </li> </ul> <h3><strong>Organizational Change and Approvals</strong></h3> <ul> <li>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</li> <li>Review and approve low-complexity exceptions, such as certain leave categories, hiring exceptions, and notice period waivers, using agreed criteria</li> <li>Escalate complex cases to senior People Business Partners, Legal, or Total Rewards when appropriate</li> </ul> <h3><strong>Process and Scale</strong></h3> <ul> <li>Create templates, playbooks, and standard workflows that bring consistency and meet local legal requirements</li> <li>Find work that can be automated, simplified, or moved to People Operations, and build capacity to take on more over time</li> <li>Work with People Operations, Total Rewards, Legal, Talent Development, and People Technology to deliver a cohesive manager experience</li> </ul> <h3><strong>Data and Insight</strong></h3> <ul> <li>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</li> <li>Gather manager feedback through surveys to measure confidence and improve support</li> </ul> <h2><strong>What You'll Add to DigitalOcean</strong></h2> <ul> <li>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</li> <li>Hands-on experience coaching managers through performance management, employee relations, and difficult conversations</li> <li>Strong communication skills and comfortable facilitating group discussions</li> <li>Experience with PIPs, probation processes, conducting investigations and terminations, including the documentation they require</li> <li>Working knowledge of employment law and the ability to judge when to escalate</li> <li>Familiarity with compensation practices, including promotion and off-cycle pay decisions</li> <li>Strong judgment, discretion, and communication skills, with the ability to influence without authority</li> <li>Comfort with HRIS and ticketing tools, and with using data to support decisions</li> <li>Bachelor's degree or equivalent experience; HR certification (SPHR, SHRM-SCP) a plus</li> </ul> <h2><strong>Nice to Have</strong></h2> <ul> <li>Experience in a public company or a company scaling through significant growth</li> <li>Experience partnering with distributed or global t