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Director Performance Management Jobs in Iowa (NOW HIRING)

Maverik Inc.

Store Director

Adair, IA

$24.25 - $29.25/hr

Store Director Salary: $50,500 - $60,500/per year, with eligibility for a bonus program. Hourly ... performance management. * Strong problem-solving skills and the ability to make decisions under ...

Community Options, Inc.

State Director

Council Bluffs, IA · On-site

$90 - $140/hr

The State Director is responsible for the overall operations. This executive leadership role guides ... and performance management, and advise management staff on the same * Present a clear picture of ...

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All JobsPerformance Management JobsDirector Performance Management JobsDirector Performance Management Jobs in Iowa

Director Performance Management information

See Iowa salary details

$55.9K

$112.1K

$155K

How much do director performance management jobs pay per year?

As of Aug 17, 2026, the average yearly pay for director performance management in Iowa is $112,076.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,800.00 and $138,500.00 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.

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

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

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

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

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

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

Director Performance Management jobs near you
Infographic showing various Director Performance Management job openings in Iowa as of August 2026, with employment types broken down into 100% Full Time. Highlights an 83% In-person, and 17% Remote job distribution, with an average salary of $112,076 per year, or $53.9 per hour.

Director of People Experience

Van Meter

Cedar Rapids, IA • On-site

Full-time

Re-posted just now

Van Meter rating

9.2

Company rating: 9.2 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

19th of 419 rated retail wholesalers

Job description

Description

Reports to: Chief People Officer


At Van Meter, we believe our people are our differentiator. We've built a company where employee-owners are empowered to do their best work, leaders are expected to build their best teams, and our values fuel our success. As we continue seeing rapid growth, we're looking for a strategic people leader who can help us scale our talent, leadership capability, and organizational strength while preserving the culture that has made Van Meter a nationally recognized top workplace.


This is an opportunity for someone who loves building talent strategies, improving organizational capability, and shaping the future workforce-but who is equally energized by developing leaders, coaching teams, and strengthening a people-first culture. 


As the Director of People Experience, you will serve as a key member of the People leadership team, responsible for driving the strategies that ensure Van Meter has the talent, leadership capability, and organizational readiness required for continued growth. You'll lead our HR Business Partner and Recruiting teams while partnering closely with executive leadership, Learning & Development, and People Operations to align talent strategy with business priorities.


This role is ideal for a leader who can think several years ahead while remaining grounded enough to build trust, coach leaders, and be a champion of the culture that already exists. Success requires both strategic vision and humility--someone who will challenge the organization to get better while respecting the values and relationships that have fueled Van Meter's success.


Areas of responsibility include:

  • Organizational talent strategy and workforce planning
  • Recruiting strategy and pipeline development
  • HR Business Partner leadership and leader enablement
  • Succession planning and organizational capability
  • Leadership development and growth
  • Performance management and talent accountability
  • Organizational effectiveness and culture initiatives

You will help Van Meter:

  • Build stronger talent pipelines and organizational readiness for future growth.
  • Increase leadership capability and consistency across the organization.
  • Develop deeper internal bench strength for critical roles.
  • Strengthen performance management and career development practices while preserving meaningful, employee-owner focused conversations.
  • Scale our business without losing the culture that makes Van Meter unique. 

Requirements

We're seeking a leader who brings significant experience in talent strategy, workforce planning, recruiting, succession planning, performance management, leadership development, and organizational effectiveness. You have successfully partnered with senior leaders to translate business strategy into talent strategy and have helped organizations build sustainable capability for growth. 

You are:

  • Strategic enough to think long-term and connect talent decisions to business outcomes.
  • Pragmatic enough to turn ideas into scalable processes and measurable results.
  • Confident enough to influence executive leaders and challenge assumptions.
  • Humble enough to listen, learn, and build on what's already working.
  • Passionate about helping leaders build great teams and helping people reach their full potential.

Qualifications

  • Bachelor's degree in human resources, Business, Organizational Development, or a related field required; master's degree or advanced certification (e.g., SPHR, SHRM-SCP) strongly preferred
  • 10-15+ years of progressive experience in talent management, HR leadership, or a related discipline, including experience      in a mid-to-large, multi-site organization ($500M-$2B+ revenue or equivalent complexity)
  • Proven experience designing and leading enterprise-level talent strategies, including talent acquisition, workforce planning, succession planning, performance management, and leadership development
  • Demonstrated ability to scale an organization quickly through talent, building both internal bench strength and external talent      pipelines to meet aggressive growth objectives
  • Strong experience leading both HR Business Partner and Recruiting functions, with a track record of elevating teams from      execution-focused to strategic, consultative partners
  • Deep expertise in organizational capability building, including leadership development, high-potential identification, and      succession planning processes that are proactive, consistent, and aligned to business priorities
  • Proven ability to partner with executive leadership to translate business strategy into workforce and talent plans, including      identifying capability gaps and prioritizing investments
  • Strong understanding of organizational design, team effectiveness, and change management, with experience supporting growth, transformation, or evolving business models
  • Demonstrated ability to leverage data, analytics, and market insights to drive talent decisions, assess organizational health,    and improve outcomes across hiring, retention, and development
  • Demonstrated ability to build and sustain a talent strategy that enables leaders to Build Their Best Teams, ensuring we have      the right employee-owners in the right roles to support both our near-term execution and long-term growth

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