Performance Management Manager

About the Role

The Performance Management Manager is responsible for designing, implementing, and managing the organization’s performance management framework across departments and levels of the organization.

This is a highly hands-on role focused on developing KPIs, objectives, scorecards, performance improvement plans, and structured follow-up processes. The position partners directly with department heads and senior leaders to translate business priorities into measurable performance expectations.

The ideal candidate is a strong strategic partner and accountability leader who can analyze performance data, identify gaps, challenge unclear or ineffective measures, recommend corrective actions, and ensure commitments are completed.

What You’ll Do

Performance Management Framework

• Develop, implement, and continuously improve the company’s performance management framework.
• Establish consistent processes for goal setting, performance measurement, reviews, development planning, and performance improvement.
• Ensure departmental and individual objectives align with organizational priorities.
• Develop performance-management tools, templates, guidelines, and reporting schedules.

KPI & Objective Development

• Partner with department heads to develop meaningful departmental, team, and individual KPIs.
• Translate business objectives into specific and measurable performance expectations.
• Establish appropriate targets, measurement methods, reporting frequencies, and accountability owners.
• Evaluate KPIs to ensure they measure meaningful outcomes and align with business objectives.
• Identify gaps in performance measures and recommend improvements.

Performance Scorecards & Reporting

• Develop and maintain departmental and organizational performance scorecards.
• Monitor KPI achievement and identify trends, performance gaps, and emerging risks.
• Prepare performance dashboards and executive-level reports.
• Provide HR and executive leadership with objective performance analysis.
• Track performance commitments, action items, deadlines, and results.

Department Head Partnership & Accountability

• Conduct regular performance review meetings with department heads.
• Review departmental objectives, KPIs, progress, challenges, and corrective actions.
• Identify root causes when performance targets are missed.
• Establish clear ownership, action plans, deadlines, and follow-up for performance gaps.
• Hold leaders accountable for agreed-upon performance actions and commitments.
• Escalate significant or recurring concerns to appropriate HR and executive leadership.

Individual Performance & Performance Improvement

• Support managers in developing measurable employee goals and performance expectations.
• Develop and maintain 30/60/90/180-day performance plans for appropriate positions.
• Review performance evaluations for quality, consistency, and objectivity.
• Coach managers on effective performance conversations and documentation.
• Partner with HR and leaders to develop and monitor Performance Improvement Plans (PIPs).
• Evaluate progress and provide objective recommendations based on documented performance results.

Performance Reviews & Calibration

• Manage annual, mid-year, introductory, and other formal performance-review processes.
• Facilitate performance calibration meetings with department leaders.
• Identify inconsistencies in ratings and challenge unsupported performance assessments.
• Provide data and analysis to support fair and consistent performance decisions.
• Partner with HR leadership to connect performance results with compensation, development, promotions, and succession planning.

Manager Coaching & Organizational Performance

• Coach managers and supervisors on KPIs, SMART objectives, feedback, performance discussions, and managing underperformance.
• Provide tools and resources to strengthen manager performance-management capabilities.
• Analyze organizational performance trends and identify recurring gaps.
• Identify performance issues related to processes, staffing, leadership, training, or organizational design.
• Support organizational effectiveness, workforce planning, succession planning, and talent-review initiatives.

What We’re Looking For

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Business Analytics, or related field.
• Minimum 7 years of progressive experience in performance management, organizational effectiveness, HR business partnership, talent management, business performance, or a closely related discipline.
• Minimum 3 years of substantial hands-on responsibility for designing and managing KPIs, objectives, scorecards, or formal performance-management processes.
• Demonstrated experience partnering directly with department heads, directors, or senior leaders.
• Demonstrated ability to challenge leaders constructively and hold stakeholders accountable.
• Strong experience developing measurable objectives and performance indicators.
• Experience managing performance improvement plans and corrective performance processes.
• Strong analytical skills with the ability to interpret performance data and identify trends.
• Advanced Excel skills and experience developing performance dashboards and reports.
• Excellent written, verbal, facilitation, and presentation skills.

Preferred Qualifications

• Master's degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or related discipline.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar professional certification.
• Experience within manufacturing, industrial, renewable energy, technology, or another rapidly scaling organization.
• Experience establishing a performance-management framework during significant organizational growth.
• Experience with HRIS/performance-management systems such as Workday.
• Experience with Power BI or other business intelligence/dashboard platforms.
• Experience linking performance results to compensation, incentives, talent reviews, and succession planning.

Additional Information

Applicants must be authorized to work for any employer in the U.S. The Company will not sponsor or take over sponsorship of any employment visa, including without limitation, H-1B, O-1, E-3, TN status, or I-485 job portability or similar immigration processes.