Company Introduction
We exist to wow our customers. We know we’re doing the right thing when we hear our customers say, “How did we ever live without Coupang?” Born out of an obsession to make shopping, eating, and living easier than ever, we’re collectively disrupting the multi-billion-dollar e-commerce industry from the ground up. We are one of the fastest-growing e-commerce companies that established an unparalleled reputation for being a dominant and reliable force in South Korean commerce.
We are proud to have the best of both worlds — a startup culture with the resources of a large global public company. This fuels us to continue our growth and launch new services at the speed we have been since our inception. We are all entrepreneurial surrounded by opportunities to drive new initiatives and innovations. At our core, we are bold and ambitious people that like to get our hands dirty and make a hands-on impact. At Coupang, you will see yourself, your colleagues, your team, and the company grow every day.
Our mission to build the future of commerce is real. We push the boundaries of what’s possible to solve problems and break traditional tradeoffs. Join Coupang now to create an epic experience in this always-on, high-tech, and hyper-connected world.
Job Summary
The Performance Management Partner (PMP) plays a critical role in driving and implementing performance management processes across the organization, ensuring alignment with company goals, employee development, and business success. This position will partner with leadership teams and HR colleagues to optimize employee performance, foster a culture of feedback, and provide strategic insights on talent management. The Performance Management Partner will be responsible for executing performance review processes, guiding managers and teams in delivering constructive feedback, and using data to inform decision-making related to employee performance, growth, and development.
Key Responsibilities:
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Performance Management Strategy: In partnership with the team, help develop, execution, and continuous improvement of the organization’s performance management strategy to drive a high-performance culture. Collaborate with leadership and HR teams to ensure that performance management systems align with business objectives and talent management practices. Monitor and analyze performance trends to identify opportunities for improvement, recognize high performers, and address areas of concern.
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Performance Review Process: Provide insights on the end-to-end performance review process, ensuring it is executed efficiently and effectively across all levels of the organization. Review and analyze performance data to ensure fair, consistent, and data-driven evaluations. Promote a balanced approach to performance evaluations, incorporating both qualitative and quantitative feedback.
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Data Analysis and Reporting: Collect, analyze, and report on performance metrics and trends to provide actionable insights for talent management and business decision-making. Develop and maintain dashboards and reports to track the effectiveness of performance management initiatives. Utilize data to identify patterns, such as skills gaps, training needs, or team dynamics, and make recommendations for improvement.
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Cross-Functional Collaboration: Collaborate with HR Business Partners, Talent Acquisition, and Learning & Development teams to integrate performance management into broader talent management strategies. Partner with business leaders to define success metrics for their teams and departments, ensuring alignment with organizational priorities. Work closely with the Compensation team to align performance with reward and recognition programs.
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Compliance and Best Practices: Ensure that performance management processes are compliant with legal and organizational guidelines. Stay informed on industry trends, best practices, and regulatory changes related to performance management. Lead efforts to adopt innovative performance management approaches, leveraging new technologies or methodologies where applicable.
Qualifications:
(1) Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (Master's degree or HR certification is a plus).
(2) Experience:
- Minimum of 5 years of experience in performance management, talent management, or human resources
- Experience with performance management tools/software (e.g., Workday, SuccessFactors, ADP)
- Strong knowledge of performance management best practices, feedback models, and employee development strategies
(3) Skills:
- English/Korean Proficiency
- Strong analytical and data-driven mindset with the ability to identify trends and patterns in performance data
- Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization
- High emotional intelligence and the ability to manage sensitive or difficult conversations around performance
- Strong project management skills and ability to manage multiple initiatives simultaneously
- Ability to drive change and lead initiatives that impact employee engagement and organizational culture
Preferred Competencies:
- Experience in fast-paced or rapidly growing companies
- Familiarity with compensation and reward systems as they relate to performance
- Knowledge of employee engagement practices and how they intersect with performance management
- Ability to work in cross-functional teams and navigate complex organizational global structures
Recruitment Process & Others
Recruitment Process
- Application Review - Phone Interview - 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.
- Coupang does not discriminate against disabled applicants or those with veteran status. We are proud to offer equal opportunities for all applicants.
- 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.
Privacy Notice
Document Return Policy (This notice MUST be included in a job posting in Korea only to comply with the Fair Hiring Procedure Act.)
- This notification is given pursuant to Article 11 (6) of the Fair Hiring Procedure Act.
- 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.
- 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 the request to the Company (Coupang Recruiting Team, Tower 730, 570 Songpa-daero, Songpa-gu, Seoul). 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.
- 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 of his/her hiring documents will be destroyed immediately in accordance with the Personal Information Protection Act.
