POSITION SUMMARY & RESPONSIBILITIES:Reporting to the Vice President of Talent Acquisition and Development, the Manager of Talent & Performance Management is responsible for designing, leading, and continuously improving the organization's performance management strategy and programs. This role drives enterprise-wide initiatives related to performance management, talent reviews, leadership assessments, succession planning, career development, employee engagement, and organizational effectiveness.
Working closely with Total Rewards, L&D, HR Business Partners, and business leaders, the Manager of Talent & Performance Management ensures performance practices align with company values, support business objectives, strengthen leadership capabilities, and build a high-performing workforce.
This position serves as the subject matter expert for performance management and talent assessment processes and leverages data, workforce analytics, and technology to drive continuous improvement and organizational success.
Performance Management
- Lead the design, implementation, and continuous enhancement of the company's performance management framework.
- Oversee goal-setting, performance review, calibration, and development planning processes.
- Ensure consistency and fairness in performance assessments across all business units.
- Develop tools, resources, and manager training programs to improve performance coaching and feedback.
- Monitor performance trends and recommend improvements to increase organizational effectiveness.
Talent Reviews & Succession Planning
- Lead enterprise talent review and succession planning processes.
- Partner with executive leadership to identify critical roles and high-potential talent.
- Develop talent assessment methodologies, career pathways, and leadership pipelines.
- Monitor bench strength and succession readiness for key leadership positions.
- Facilitate calibration sessions and talent discussions across the organization.
Leadership Development
- Design and implement High Performance leadership development frameworks and programs.
- Identify organizational capability gaps and create development solutions.
- Partner with Learning & Development Manager to align training initiatives with organizational needs.
- Provide coaching support and development resources to leaders and managers.
Organizational Effectiveness
- Drive initiatives that improve employee performance, engagement, accountability, and productivity.
- Support organizational design efforts, workforce planning activities, and change management initiatives.
- Develop performance metrics and dashboards that measure organizational effectiveness.
- Utilize workforce analytics to identify trends and opportunities for improvement.
HR Technology & Process Improvement
- Serve as business owner for performance management systems and talent management platforms.
- Partner with HRIS and IT teams to optimize system functionality and reporting.
- Evaluate emerging technologies and AI-enabled tools that improve talent and performance outcomes.
- Continuously assess and improve performance-related policies, processes, and workflows.
POSITION REQUIREMENTS:- Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial-Organizational Psychology, or related field required.
- SHRM-SCP, SPHR, CPTD, or related certification preferred.
- 5+ years of progressive Human Resources, Talent Management, Organizational Development, or Performance Management experience.
- 3+ years of leadership experience managing enterprise-wide talent programs.
- Experience facilitating talent reviews, succession planning, and performance calibration processes.
- Experience utilizing HR technologies, talent platforms, and workforce analytics.
- Strong experience partnering with executive leadership teams.
- Expert knowledge of performance management methodologies and best practices.
- Strong understanding of talent assessment, succession planning, and leadership development.
- Exceptional facilitation and executive communication skills.
- Ability to influence stakeholders at all levels of the organization.
- Strong analytical, problem-solving, and decision-making capabilities.
- Experience with HR systems and reporting tools.
- Ability to manage multiple strategic initiatives simultaneously.
- Demonstrated ability to drive organizational change and continuous improvement.
