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Director Performance Management Jobs (NOW HIRING)

Omnicom Media

Director, Performance

New York, NY · On-site

... data management solutions and data solutions • Has accountability for the performance and ... gaming, direct to consumer and e-commerce, retail, hospitality, food and beverage, fashion and ...

Astound

Director, Performance Assurance

This is a hybrid performance management and executive communication role: equal parts analyst and ... direct authority over functional teams. * Understanding of telecommunication subscriber economics.

Hearst

Director, Performance Media

Dallas, TX · On-site

DIRECTOR, PERFORMANCE MEDIA At Medium Giant, we live by a simple mantra - BE GIANT. We exist to ... Utilize tools for automated campaign management, bid optimization, and cross-platform scaling.

UHS

DIRECTOR PERFORMANCE IMPROVEMENT

El Paso, TX

Also, keeps logs of incidents and complaints and manages the process for lost patient belongings ... The Director of Performance Improvement leads and oversees the hospital's quality and performance ...

New

TOGETHXR

Director, Performance Nutrition

Atlanta, GA · On-site

$150 - $210/hr

The Director will guide an integrated model that combines world-class performance nutrition ... Primary ResponsibilitiesLeadership, Culinary Operations & Network Management * Lead and oversee U.S.

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Director Performance Management information

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$59.5K

$119.3K

$165K

How much do director performance management jobs pay per year?

As of Aug 21, 2026, the average yearly pay for director performance management in the United States is $119,323.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,500.00 and $147,500.00 per year, depending on experience, location, and employer.

What does a director of performance management do?

A Director of Performance Management oversees the development and implementation of strategies to evaluate and improve employee performance within an organization. They design performance review systems, set key performance indicators (KPIs), and ensure alignment between individual goals and organizational objectives. This role often involves coaching managers, analyzing performance data, and recommending training or development programs to enhance productivity. Ultimately, the Director of Performance Management plays a key role in fostering a culture of continuous improvement and accountability.

How does a director of performance management typically interact with other departments to drive organizational success?

A Director of Performance Management collaborates closely with department heads, HR teams, and executive leadership to align performance metrics with organizational goals. This role often involves facilitating cross-functional meetings, providing guidance on goal-setting, and ensuring consistent performance evaluation processes across teams. Regular communication and partnership with other departments help identify areas for improvement and implement strategies that support overall business objectives. Strong collaborative skills are essential to influence and drive results through others while maintaining transparency and accountability.

What are the key skills and qualifications needed to thrive as a director of performance management, and why are they important?

To thrive as a Director of Performance Management, you need expertise in strategic planning, data analysis, and organizational development, often supported by a degree in business or human resources and significant leadership experience. Familiarity with HRIS systems, performance management platforms, and data visualization tools such as Tableau or Power BI is typically required. Strong communication, change management, and stakeholder engagement skills help drive organizational alignment and employee development. These competencies are crucial for designing effective performance strategies that support business objectives and foster a high-performance culture.

What is the difference between Director Performance Management vs HR Business Partner?

AspectDirector Performance ManagementHR Business Partner
Primary FocusOversees performance evaluation systems and strategiesAligns HR initiatives with business goals and supports employee relations
Required CredentialsTypically requires HR certifications, leadership experienceHR certifications, business acumen, experience in HR roles
Work EnvironmentStrategic, data-driven, cross-departmentalCollaborative, consultative, employee-focused
Industry UsageCommon in large organizations with formal performance systemsWidely used across industries for HR strategy and support

While both roles involve HR expertise, the Director Performance Management primarily focuses on developing and managing performance evaluation systems, whereas the HR Business Partner works closely with business units to align HR strategies with organizational goals and support employee relations.

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Director Performance Management jobs near you
Infographic showing various Director Performance Management job openings in the United States as of August 2026, with employment types broken down into 100% Full Time. Highlights an 67% In-person, and 33% Remote job distribution, with an average salary of $119,323 per year, or $57.4 per hour.

Assistant Director, Performance Management

HarbourVest Partners, LLC

Boston, MA • On-site

Full-time

Medical, Retirement, PTO

Posted 10 days ago

Job description

Job Description Summary
For over forty years, HarbourVest has been home to a committed team of professionals with an entrepreneurial spirit and a desire to deliver impactful solutions to our clients and investing partners. As our global firm grows, we continue to add individuals who seek a collaborative, open-door culture that values diversity and innovative thinking.
In our collegial environment that's marked by low turnover and high energy, you'll be inspired to grow and thrive. Here, you will be encouraged to build on your strengths and acquire new skills and experiences.
We are committed to fostering an environment of inclusion that promotes mutual respect among all employees. Understanding and valuing these differences optimizes the potential of both the individual and the firm.
HarbourVest is an equal opportunity employer.
This position will be a hybrid work arrangement. You will receive 18 remote workdays per quarter to use at your discretion, subject to manager approval. For example, you may choose to work in the office 4 days per week and take one remote day weekly (typically 13 weeks per quarter), leaving 5 additional remote days to be used as needed.
Join our team as an Assistant Director, Performance Management at HarbourVest Partners! You will play a meaningful role on the Human Resources team supporting the build, administration, and ongoing enhancement of global performance management and pay-for-performance processes. This role is focused on annual performance cycles, feedback, calibration, promotions, manager enablement, data rigor, analytics, and close partnership with Compensation, HR Business Partners, and business leaders.
The ideal candidate is someone who is:
  • Able to bring structure, clarity, and momentum to complex people processes that involve multiple collaborators, timelines, and sensitive data.
  • A demonstrated self-starter with a strong degree of adaptability.
  • Passionate about building clear, scalable, and employee-centered performance management processes.
  • Adept at managing multiple priorities and recurring business cycles in a fast-paced environment.
  • Driven to maintain the highest standards of data integrity, confidentiality, and follow-through.
  • Comfortable partnering across HR teams and with business leadership to support consistent execution.

What you will do:
  • Lead and support performance management routines, including goal setting and development plan frameworks, as well as in-year and year-end performance review processes.
  • Manage feedback collection efforts, covering twice-yearly feedback sessions, training, reporting, and follow-up with HR partners and business leaders.
  • Support calibration and promotion processes, including process planning, meeting preparation, data validation, analytics, documentation, follow-up actions, and alignment with pay-for-performance governance and job leveling.
  • Collaborate with Learning and HR Business Partners to assist in manager optimization, performance and development training, etc.
  • Find opportunities to improve performance processes for clarity, scalability, efficiency, and user experience, including the use of HR technology, automation, improved analytics, and AI-enabled tools where appropriate.
  • Partner with Compensation to support year-end pay for performance related activities, including performance and promotion data preparation, manager/HRBP support, validation, reporting, and process coordination. Help translate performance outcomes into clear, well-governed inputs for pay decisions, ensuring consistency, accuracy, and defensibility across processes.
  • Support special projects including engagement survey routines and change initiatives related to performance management, skills building and talent strategies, etc.

What you bring:
  • Experience with performance management and talent processes, calibrations, promotions, job leveling, and pay for performance related processes.
  • Strong project management, organizational, and follow-through skills, with experience managing recurring processes involving multiple collaborators, deadlines, dependencies, and sensitive information.
  • Strong analytical, critical thinking, and problem-solving skills.
  • Workday, Power BI, survey tools, or performance management platform experience ideal.
  • Interest in scalable reporting solutions, refining processes, and practical implementation of HR technology.
  • High degree of discretion, trustworthiness, and integrity, with outstanding attention to detail and a zero-defect approach to sensitive employee and performance data.
  • Established interpersonal, verbal, and written communication talents, featuring the skill to prepare clear documents aimed at both employees and managers.

Education Preferred:
  • Bachelor of Arts (B.A.) or Bachelor of Science (B.S.) degree or equivalent experience.

Experience:
  • 6+ years of experience in performance / talent management, or a similar Human Resources position preferred. The final Level for this role will be determined based on experience and scope.
  • Management experience and a passion for developing HR talent.

Base Salary Range:
$120,000.00 - $140,000.00
This USD base salary range represents only one component of total compensation for this role and is provided in accordance with local requirements. This role is eligible for a discretionary annual bonus, which is determined based on individual and overall firm performance. In addition to salary and bonus, total compensation may include eligibility for long-term reward programs and a comprehensive total rewards package that may include retirement, health, insurance, paid time off, and wellness programs. Our total rewards offerings are influenced by several business factors, and eligibility for certain components will vary by position and geography. Please note the posted ranges do not apply outside the U.S. and should not be converted to other currencies as a proxy for compensation in other countries.

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