ZipRecruiter

Log In

1

Business Performance Manager Jobs in California (NOW HIRING)

Cypress HCM

Vendor Performance Manager

San Francisco, CA

$78.21 - $86.21/hr

Performance Management & Reporting * KPI & SLA Oversight: Own the end-to-end performance of key ... Business Reviews: Lead and facilitate business reviews with vendor partners, driving accountability ...

JAMS, Inc.

Advertising Performance Manager

Irvine, CA · Hybrid

A Brief Overview The Advertising Performance Manager ("APFM") leads the execution and performance ... Required * 1-3 years Experience working in the legal or other professional services B2B industries.

JAMS, Inc.

Advertising Performance Manager

Irvine, CA · On-site

$98K - $129K/yr

A Brief Overview The Advertising Performance Manager ("APFM") leads the execution and performance ... Required * 1-3 years Experience working in the legal or other professional services B2B industries.

JAMS, Inc.

Advertising Performance Manager

Irvine, CA · Hybrid

$98K - $129K/yr

A Brief Overview The Advertising Performance Manager ("APFM") leads the execution and performance ... Required * 1-3 years Experience working in the legal or other professional services B2B industries.

Firstsource

Legal Performance Manager

Thousand Oaks, CA · On-site

$70K - $80K/yr

Charles Drive, Thousand Oaks, CA About Firstsource Firstsource is a specialized global business ... Job Summary We are looking for a candidate to serve as a Performance Manager, representing the ...

Firstsource

Legal Performance Manager

Thousand Oaks, CA · On-site

$70K - $80K/yr

Charles Drive, Thousand Oaks, CA About Firstsource Firstsource is a specialized global business ... Job Summary We are looking for a candidate to serve as a Performance Manager, representing the ...

TAD PGS, Inc.

Supplier Performance Manager

Irvine, CA · On-site

$73/hr

Pay Rate: $73 The Supplier Performance Manager (SPM) supports the category strategies with key ... Exhibit business acumen with limited market knowledge to craft supply chain solutions to meet ...

Firstsource

Legal Performance Manager

Thousand Oaks, CA · On-site

$70K - $80K/yr

Charles Drive, Thousand Oaks, CA About Firstsource Firstsource is a specialized global business ... Job Summary We are looking for a candidate to serve as a Performance Manager, representing the ...

next page

Showing results 1-20

All JobsBusiness Performance JobsBusiness Performance Manager JobsBusiness Performance Manager Jobs in California

Business Performance Manager information

See California salary details

$77K

$96.1K

$113K

How much do business performance manager jobs pay per year?

As of Aug 2, 2026, the average yearly pay for business performance manager in California is $96,149.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,400.00 and $105,600.00 per year, depending on experience, location, and employer.

What is the difference between Business Performance Manager vs Business Analyst?

AspectBusiness Performance ManagerBusiness Analyst
Required CredentialsBachelor's degree in Business, Finance, or related field; often certifications in performance managementBachelor's degree in Business, IT, or related field; certifications in analysis or project management
Work EnvironmentStrategic roles within management teams, focusing on performance metrics and improvement initiativesOperational roles analyzing business processes, gathering requirements, and supporting project implementation
Employer & Industry UsageCommon in corporate, finance, and consulting sectorsWidely used across industries including finance, IT, and healthcare

The Business Performance Manager focuses on monitoring and improving overall business performance through strategic initiatives, while the Business Analyst concentrates on analyzing processes and requirements to support project and operational improvements. Both roles require analytical skills and industry knowledge but differ in scope and responsibilities.

What are the key skills and qualifications needed to thrive as a Business Performance Manager, and why are they important?

To thrive as a Business Performance Manager, you need strong analytical skills, business acumen, and experience with performance measurement, typically supported by a degree in business, finance, or a related field. Familiarity with data analysis tools, business intelligence platforms (such as Tableau or Power BI), and performance management systems is typically required. Excellent communication, problem-solving, and leadership abilities help you influence stakeholders and drive organizational improvements. These skills and qualities are vital to effectively analyze performance data, identify opportunities for growth, and implement strategies that enhance overall business outcomes.

What does a Business Performance Manager do?

A Business Performance Manager is responsible for analyzing, monitoring, and improving an organization’s operational efficiency and effectiveness. They set performance targets, track key metrics, and develop strategies to achieve business goals. Their role often involves collaborating with various departments, implementing process improvements, and providing insights to senior management to drive growth and profitability. They play a crucial role in ensuring that the business meets its objectives and remains competitive in the market.

How does a Business Performance Manager typically collaborate with other departments to drive organizational improvements?

A Business Performance Manager works closely with various departments, such as finance, operations, and sales, to analyze performance data and identify areas for improvement. They often lead cross-functional meetings to align teams on strategic goals, share performance insights, and coordinate the implementation of new initiatives. Effective collaboration requires strong communication skills and the ability to translate complex data into actionable recommendations that resonate with different stakeholders. This collaborative approach ensures that performance improvements are both sustainable and aligned with the organization's overall strategy.
What are popular job titles related to Business Performance Manager jobs in California? For Business Performance Manager jobs in California, the most frequently searched job titles are:
What job categories do people searching Business Performance Manager jobs in California look for? The top searched job categories for Business Performance Manager jobs in California are:
What cities in California are hiring for Business Performance Manager jobs? Cities in California with the most Business Performance Manager job openings:
What are popular job titles related to Business Performance Manager jobs in CA? For Business Performance Manager jobs in CA, the most frequently searched job titles are:
Business Performance Manager jobs near you
Infographic showing various Business Performance Manager job openings in California as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $96,149 per year, or $46.2 per hour.

Talent & Performance Manager

Williams-Sonoma

San Francisco, CA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 23 days ago

Williams-Sonoma rating

6.6

Company rating: 6.6 out of 10

Based on 93 frontline employees who took The Breakroom Quiz

Job description


Overview
We are seeking a Talent & Performance Manager to drive the development, engagement, and effectiveness of our workforce. This role is responsible for designing and managing performance frameworks, talent development programs, and succession planning strategies that align with business goals. You will partner closely with leadership to ensure we are attracting, developing, and retaining high-performing associates.
Key Responsibilities
Performance Management
  • Design, implement, and continuously improve performance review processes
  • Partner with managers to set clear goals, KPIs, and performance expectations
  • Coach leaders on delivering effective feedback and managing underperformance
  • Analyze performance data to identify trends and recommend improvements

Talent Development
  • Build and manage learning and development programs (leadership training, career advancement/growth pathways, etc.)
  • Identify skill gaps and create targeted development initiatives
  • Support individual development plans (IDPs) across teams

Talent Strategy and Succession Planning
  • Develop succession planning frameworks for key roles
  • Identify high-potential associates and create growth pathways
  • Partner with HR and leadership on workforce planning/org design

Associate Engagement & Retention
  • Design initiatives to improve engagement, satisfaction, and retention
  • Analyze associate feedback (AOS, exit interviews) and act on insights
  • Support a culture of continuous feedback and growth

Data & Reporting
  • Track and report on talent metrics (performance ratings, retention, promotion rates, etc.)
  • Use data to inform leadership decisions and improve talent outcomes

Criteria
  • 5+ years in HR, talent management, performance management, or related field
  • Strong understanding of performance management frameworks and talent development strategies
  • Experience working with senior leaders and influencing decision-making
  • Excellent communication and coaching skills
  • Analytical mindset with experience using HR data and tools
  • Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred but not required)
  • Experience with HRIS or performance management platforms (prefer Oracle)
  • Experience in organizational development or leadership coaching preferred
  • Change management experience

What Success Looks Like
  • Clear, consistent performance standards across the organization
  • Increased associate engagement and retention
  • Strong leadership pipeline and internal mobility
  • Managers who confidently coach and develop their teams

Role Success Criteria
1.Performance Management Effectiveness
  • Performance review process is consistent, on-time, and adopted across teams
  • Managers demonstrate clear goal-setting and regular feedback habits
  • Measurable improvement in manager capability

2. Talent Development Impact
  • Participation and completion rates in development programs
  • Evidence that development programs lead to skill growth or role readiness
  • Increased cross functional mobility through promotions and lateral moves

3. Succession & Pipeline Strength
  • Identified successors for critical roles
  • Bench strength measured by ready-now and ready-soon talent
  • Reduction in time-to-fill for leadership roles
  • Increased internal fill rate

4. Associate Engagement & Retention
  • Improvement in metrics (AOS scores, exit interviews, etc) related to career development, manager effectiveness, and performance feedback
  • Reduction in regrettable attrition among high performers and high-potential talent
  • Increased retention of critical talent and key roles
  • Development and execution of action plans based on AOS and listening sessions results

5. Data-Driven Decision Making
  • Regular reporting on talent metrics that leaders actively use
  • Ability to translate data into specific actions
  • Demonstrated impact of initiatives through before-and-after metrics

6. Leadership & Stakeholder Influence
  • Managers and executives trust and seek out guidance
  • Evidence of behavior change in leaders
  • Ability to challenge constructively and influence outcomes

Our Culture & Values
We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing.
People First
Putting People First means investing in overall well-being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available:
Benefits
A generous discount on all WSI brands
A 401(k) plan and other investment opportunities
Paid vacations, holidays, and time off to volunteer
Health benefits, dental and vision insurance, including same-sex domestic partner benefits
Tax-free commuter benefits
A wellness program that supports your physical, financial and emotional health
Continued Learning
In-person and online learning opportunities through WSI University
Cross-brand and cross-function career opportunities
Resources for self-development
Advisor (Mentor) program
Career development workshops, learning programs, and speaker series
WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H-1B or other employment-based immigration).
This role is not eligible for relocation assistance.
Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.
The expected starting pay range for this position is $110,000-$125,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job-related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities.
#LI-JC1
About Us
Our Company
Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn Kids, Pottery Barn Teen, Rejuvenation, West Elm, Mark & Graham, Outward, and GreenRow. These brands are among the best known and most respected in the industry. We offer beautifully-designed, stylish and functional products for every area of the home, including the kitchen, living room, bedroom, home office, closet, laundry room and even outdoor spaces. We've seen some big changes since our first brick-and-mortar store opened more than half of a century ago. What hasn't changed is our passion for high-quality products, functional design, outstanding customer service, and enhancing the lives of our customers and the communities where we operate. Today, we're a multi-brand, multi-channel, global enterprise supported by state-of-the-art technology and some of the most talented teams in retailing - and we're always looking for new energy and ideas.

What Williams-Sonoma employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply