unity-advisory - Performance & Development Lead (Fractional)

• Calibration and promotion readiness: help Partners and Functional Leaders build strong evidence for promotion and reward decisions — coaching on what good evidence looks like, so panels can make fair, consistent, well-evidenced decisions • Probation and onboarding: own onboarding and the probation experience so new joiners and their sponsors get real substance from day one, with every new hire set up to demonstrate strong early contribution • Performance tooling literacy: build firm-wide understanding of the modern performance tools Unity uses to connect strategy to individual accountability, so they build trust rather than anxiety • Skills and progression frameworks: define skills and progression frameworks for client-facing and enablement tracks that map onto Unity's own grading and progression criteria, working with the Reward Lead so learning pathways line up with progression and pay • Measurement: use data, not just attendance or completion rates, to track whether this work is actually changing behaviour — feedback quality, check-in substance, calibration consistency — and report to the CPO and Management Team • What success looks like in year one • Partners and Functional Leaders visibly more confident and skilled at developing their people, not just assessing them • People growing faster and more deliberately, with real development evidence behind every promotion case, not last-minute case-building • Every new joiner on a genuine development runway from day one, not just surviving probation • A live, skills-based framework that people can see their own growth against • Senior experience in people development, performance coaching or L&D, ideally somewhere with a strong, explicit growth philosophy rather than a generic annual-review cycle • Genuine comfort connecting development work to how Unity assesses and rewards performance, without this becoming a process-administration role • A strong instructional designer and facilitator — able to build and personally deliver programmes, not only commission them • Energised by growing people and building a development mindset into how they work, rather than running review mechanics or delivering content for its own sake • A pragmatic prioritiser, comfortable scoping ambitious work into 3 focused days a week and sequencing what matters most first • Confident coaching senior Partners and Directors on how to develop their people, not just how to assess them • How this role fits at Unity • You'll sit in the People Team working with the Chief People Officer, the Reward Lead, and People Ops, and work closely with Partners and Functional Leaders across client teams and enablement teams. Feedback, check-ins, probation and calibration are where your impact shows up, but the goal is always growth, not process — this isn't a separate, bolt-on training function.