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Director Performance Management Jobs in California

NetApp, Inc.

Director, Talent Management

San Jose, CA · On-site

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and ...

NetApp, Inc.

Director, Talent Management

San Jose, CA · On-site

$196.35 - $266/hr

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and ...

NetApp

Director, Talent Management

San Jose, CA · Hybrid

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and ...

Ontic

Supplier Performance Manager

Chatsworth, CA · On-site

If you enjoy solving tough supplier problems, leading teams and seeing the direct impact of your ... Supplier performance management and recovery * Production-driven supply chain environments

Ontic

Supplier Performance Manager

Los Angeles, CA

If you enjoy solving tough supplier problems, leading teams and seeing the direct impact of your ... Supplier performance management and recovery * Production-driven supply chain environments

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Showing results 41-60

All JobsPerformance Management JobsDirector Performance Management JobsDirector Performance Management Jobs in California

Director Performance Management information

See California salary details

$58.7K

$117.8K

$162.8K

How much do director performance management jobs pay per year?

As of Aug 15, 2026, the average yearly pay for director performance management in California is $117,761.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,300.00 and $145,600.00 per year, depending on experience, location, and employer.

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.

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 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.

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.

What are the most commonly searched types of Performance Management jobs in California?

The most popular types of Performance Management jobs in California are:

What are popular job titles related to Director Performance Management jobs in California?

For Director Performance Management jobs in California, the most frequently searched job titles are:

What job categories do people searching Director Performance Management jobs in California look for?

The top searched job categories for Director Performance Management jobs in California are:

What cities in California are hiring for Director Performance Management jobs?

Cities in California with the most Director Performance Management job openings:

Director Performance Management jobs near you
Infographic showing various Director Performance Management job openings in California as of August 2026, with employment types broken down into 100% Full Time. Highlights an 84% In-person, and 16% Remote job distribution, with an average salary of $117,761 per year, or $56.6 per hour.

Director of Industrial Performance

See's Candy Shops, Inc.

Los Angeles, CA • On-site

$180K - $220K/yr

Full-time

Retirement, PTO

Re-posted 29 days ago

See's Candies rating

7.3

Company rating: 7.3 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

1st of 11 rated sweet chocolate shops

Job description

Work is Sweet!
'Quality without Compromise' is not just a motto at See's Candies. It is the most important ingredient in our recipe for success. See's Candies has been in business since 1921 and maintains a reputation for producing the highest quality candy and providing superior customer service.
See's is a leader in the confectionery industry with over 250 retail shops across the USA, a growing e-commerce business, and expanding opportunities internationally. We are seeking friendly, enthusiastic individuals who are passionate about helping us grow and thrive in our second century.
Job Description Summary:
POSITION OBJECTIVE:
The Director of Industrial Performance at See's Candies is a strategic leader responsible for driving operational excellence, productivity, and loss elimination across a multi-site food-manufacturing network. This role oversees the deployment, sustainment, and maturity of the Total Productive Maintenance (TPM) program and leads the Industrial Engineering (IE) function to ensure optimized manufacturing systems, labor utilization, line efficiencies, and capacity planning.
This leader partners closely with Plant Directors, Supply Chain, Quality, Safety, Engineering, and Corporate Leadership to deliver year-over-year improvements in service, cost, quality, and asset performance.
The pay range for this position at commencement of employment is expected to be between $180,000- $220,000 however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience
Job Description:
KEY RESPONSIBILITIES:
1. TPM Program Leadership
  • Lead the multi-site (5) TPM strategy, roadmap, and governance to drive a zero-loss culture across all facilities.
  • Build and mentor leaders and pillar owners (AM, PM, FI, T&E, Safety, Quality, EEM).
  • Implement standardized TPM methodologies, assessments, and KPIs aligned with corporate standards.
  • Facilitate maturity assessments and best-practice sharing across sites to accelerate capability building.
  • Champion problem-solving tools (A3, Kaizen, RCA, 5 Why, SMED, CIL, etc.).

2. Industrial Engineering Leadership
  • Lead the Industrial Engineering team responsible for productivity, capacity analysis, labor standards, and network optimization.
  • Oversee development and maintenance of accurate labor models, line balance standards, and engineered labor standards.
  • Provide support for standard costing implementation in close collaboration with the Finance team
  • Conduct time studies and process mapping to identify improvement opportunities.
  • Support capital planning through data-driven justification models, throughput analysis, and scenario modeling.
  • Optimize plant layouts, material flows, ergonomics, and equipment utilization to improve efficiency and safety.
  • Drive continuous improvement initiatives aligned with continuous improvement principles.

3. Multi-Site Operational Excellence
  • Serve as the key thought leader for operational performance management across the manufacturing network.
  • Establish consistent KPIs, dashboards, and governance routines that ensure visibility and accountability.
  • Partner with Plant Directors to develop site master plans, capability gaps, and improvement strategies.
  • Partner with Senior Leadership and build a culture of performance control system (PCS) on a plant and corporate level, structured problem solving, and disciplined execution.
  • Lead cross-functional projects to improve throughput, reduce waste, simplify processes, and enhance service levels.

4. People Leadership & Capability Building
  • Develop, coach, and grow TPM and IE talent pipelines across all sites.
  • Train plant leadership teams in TPM concepts, loss tree analysis, and continuous-improvement foundations.
  • Drive engagement by championing a high-performance, ownership-based working culture.
  • Build strong cross-functional partnerships to strengthen collaboration between Operations, Quality, Maintenance, Engineering, Safety, R&D, Finance and Supply Chain Planning.

Qualifications & Experience
Required
  • Bachelor's degree in Industrial Engineering, Mechanical Engineering, Operations Management, or related field.
  • 10+ years of progressive experience in FMCG or food manufacturing; 5+ years in a leadership role.
  • Proven experience implementing and maturing TPM in a manufacturing environment.
  • Strong background in Industrial Engineering, including labor standards, layout optimization, and process engineering.
  • Demonstrated success improving OEE, reducing waste, and driving operational performance.
  • Experience leading multi-site programs and influencing without direct authority.

Preferred
  • Master's degree in Engineering or Business.
  • Six Sigma Green Belt or Black Belt certification.
  • Experience working in regulated food environments (FDA, USDA, HACCP, GFSI, SQF).
  • Familiarity with automated systems, digital performance tools, and data analytics.

Competencies
  • Strategic thinking with hands-on capability.
  • Strong coaching and change-management skills.
  • Excellent communication across all organizational levels.
  • Data-driven decision-making and financial acumen.
  • Ability to work in a fast-paced, high-complexity FMCG network.
  • Continuous-improvement mindset and passion for developing people.

The total compensation package for this position may also include other elements, in addition to a full range of generous medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, employee will be in an "at-will position" and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors
See's is an EOE
See's will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable local, state or federal law (including San Francisco Ordinance #131192 and Los Angeles Municipal Code 189.00).

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