Performance Management Lead

Primary Responsibilities

• Lead the strategy, design, and evolution of enterprise performance management and talent management programs, including performance reviews, talent reviews, succession planning, and career development frameworks.
• Ensure programs are strategically aligned to organizational priorities, mission, and values, driving employee engagement and long-term performance outcomes.
• Define and maintain enterprise frameworks, methodologies, and standards that support consistency, scalability, and effectiveness across talent processes.
• Establish and oversee program governance, controls, and operating models, ensuring consistent execution and accountability across functions.
• Continuously assess program effectiveness through data, metrics, and stakeholder feedback, identifying opportunities to optimize processes, user experience, and business impact.
• Lead large-scale process redesign and transformation efforts, introducing innovative solutions and best practices.
• Lead highly complex, enterprise-wide initiatives involving multiple HR functions and business stakeholders.
• Act as a strategic advisor to senior HR leaders and business executives, influencing decisions related to talent strategy, performance outcomes, and organizational effectiveness.
• Partner across teams to integrate performance management with broader talent lifecycle processes, ensuring cohesive and aligned employee experiences.
• Lead change management strategies for major program enhancements and implementations.
• Serve as the functional authority for performance and talent systems (e.g., Workday), setting strategic direction for system capabilities and roadmap.
• Develop executive-level reporting and dashboards to inform strategic workforce decisions.
• Identify talent gaps and organizational risks, recommending solutions to strengthen capability, engagement, and retention.
• Lead development of enterprise communications, training strategies, and enablement resources that build capability and drive adoption.
• Oversee development of enterprise communications, training strategies, and enablement resources that build capability and drive adoption.
• Perform other duties as assigned.

Knowledge, Skills, And Abilities

• Expert-level knowledge of performance management and talent management frameworks, including performance cycles, talent reviews, succession planning, and career development.
• Advanced expertise in HR systems and talent technologies (e.g., Workday), including system strategy, business requirements definition, and large-scale optimization.
• Exceptional ability to conduct complex data analysis and translate insights into strategic recommendations.
• Advanced process design and transformation capability, including governance models, operating frameworks, and large-scale change initiatives.
• Strong executive-level communication, consultation, and influencing skills, with the ability to guide senior leaders through complex decisions.
• Expertise in organizational effectiveness, talent strategy, and workforce planning concepts.
• Demonstrated ability to lead enterprise-wide initiatives and highly complex workstreams with full autonomy.
• Proven capability to mentor and develop others, contributing to team and function capability building.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 8+ years of progressive experience in performance management, talent management, HR strategy, HR operations, or related disciplines.
• Demonstrated experience leading enterprise-level program design, strategy, and large-scale initiatives.
• Advanced knowledge and experience using Workday.

Preferred Qualifications

• Master’s degree.
• Experience In Lieu Of Education Equivalent relevant experience performing the essential functions of this job may substitute for education degree requirements.