About The Role

We are seeking a Senior Organizational Development Specialist to own the design, execution, and continuous improvement of S&S Activewear's performance management programs. This is a hands-on individual contributor role for a curious, fast-learning professional who wants to build broad and deep expertise across the talent space while becoming a subject matter expert in performance management.

Performance Management is the primary focus of this role, including goal setting, performance evaluations, calibration, feedback culture, manager capability, and the systems and processes that enable consistent and effective performance across the organization. You will partner closely with the Director of Talent Enablement to shape the overall approach while owning how programs are designed, implemented, measured, and continuously improved.

Development, Culture, and Engagement are secondary areas of focus, with responsibility centered on the elements that connect directly to performance outcomes. Using insights gained through the performance management process, you will help drive employee development, strengthen engagement, support succession planning, and foster a feedback-rich culture in partnership with HR and business leaders. Reporting to the Director of Talent Enablement, you will translate strategy into practical tools, processes, and experiences that managers and employees use every day. Success in this role requires a balance of analytical thinking, thoughtful change management, strong influence skills, and the ability to drive adoption across a large, distributed organization. Comfort working in Workday and using data to evaluate program effectiveness are essential.

Compensation & Schedule

Salaried: Based on experience

Monday - Friday, Full-Time

Benefits

We offer a comprehensive benefits package designed to support your life, health, and future. Benefits begin 0-90 days after hire and include Vacation, Personal, and Sick time; Medical, Dental, Vision, Life Insurance, and Disability coverage; Flexible Spending Accounts; and a 401(k) plan. You'll also enjoy discounts on brand-name apparel, fun employee events, and meaningful opportunities for growth and advancement. Join a company that invests in you from day one.

Key Responsibilities

Performance Management (Primary Focus)

• Own the end-to-end performance management lifecycle, including goal setting, mid-year reviews, annual evaluations, and rating consistency.
• Lead calibration processes across the organization,facilitatingdiscussions withleadersand addressing rating bias to supportequitableoutcomes.
• Design, enhance, andmaintainperformance management frameworks, tools, resources, and processes aligned to organizational priorities and leadership competencies.
• Build and embed a culture of continuous feedback by providing managers with resources, coaching, and tools that support meaningful year-round performance conversations.
• Develop and administer performance improvement processes, ensuring alignment with talent, development, succession, and rewards strategies.
• Strengthen manager capability in goal setting, expectation management, performance evaluation, feedback delivery, and talent differentiation.
• Configure,maintain, andoptimizeWorkday Performance functionality in partnership with HRIS and business stakeholders.
• Analyze performance management metrics, including completion rates, calibration outcomes, rating distributions, and program effectiveness to drive continuous improvement.
• Lead communication and change management efforts that support adoption and engagement across a geographically distributed workforce.

Development, Culture & Engagement (Secondary Focus)

• Translate performance and calibration outcomes into targeted development strategies that address capability gaps and improve organizational effectiveness.
• Equip managers to convert performance conversations into actionable development and coaching plans.
• Design and deliver learning solutions informed by performance trends and business needs.
• Connect performance outcomes to succession planning and high-potential development initiatives.
• Lead engagement survey activities related to feedback, development, growth, and manager effectiveness.
• Support onboarding effectiveness by reinforcinggoal-setting, expectations, and feedback practices early in the employee lifecycle.
• Partner with HR leaders to strengthen employee engagement, recognition, and a growth-oriented culture where performance and development are interconnected.

Qualifications and Experience:

Required

• Bachelor's degree in Human Resources, Organizational Development, Psychology, Behavioral Science, or a related field, or equivalent practical experience.
• 2+ years of experience in performance management, talent management, HR, organizational development, ora relatedanalytical discipline.
• Experience supporting the design, implementation, or enhancement of performance management programs, including goal setting and calibration.
• Experience administering, supporting, oroptimizingperformance management processes within Workday or in close partnership with HRIS teams.
• Strong analytical skills with the ability to analyze data, measure program outcomes, and make evidence-based recommendations.
• Experiencefacilitatingstakeholder discussions and influencing leaders without direct authority.
• Proven ability to support change management and drive adoption of HR programs in a distributed organization.
• Strong written, verbal, presentation, and facilitation skills.
• Comfortable operating in ambiguity whilemaintainingfocus on outcomes and execution.

Preferred

• Master's degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, or related field.
• Experience leading performance management programs end-to-end.
• Advanced Workday Performance Management experience.
• Experience supporting talent reviews, succession planning, employee engagement, or leadership development initiatives.
• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, or related credentials.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to:

• Hearing: Must be able to hear wellenough to communicate with co- workers.
• Hand Dexterity: Must be able to use a computer.
• Vision: Must be able to read reports and use a computer.

Working Environment

This position operates in a professional office environment and may be structured as on-site, remote, or hybrid depending on business needs. This role requires the use of standard office equipment and collaboration with internal teams.