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Director Performance Management Jobs in Michigan

Kion Group AG

Director, Project Management

Grand Rapids, MI · On-site

$180K - $210K/yr

Ensure commercial performance: manage project P&L, change orders, claims and supplier performance ... Reports to Sr. Director of Project Execution * Directs a team of project managers and site leads ...

Kion Group AG

Director, Project Management

Grand Rapids, MI · On-site

$180 - $210/hr

Ensure commercial performance: manage project P&L, change orders, claims and supplier performance ... Reporting & scope Reports to Sr. Director of Project Execution Directs a team of project managers ...

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All JobsPerformance Management JobsDirector Performance Management JobsDirector Performance Management Jobs in Michigan

Director Performance Management information

See Michigan salary details

$51.9K

$104K

$143.8K

How much do director performance management jobs pay per year?

As of Aug 28, 2026, the average yearly pay for director performance management in Michigan is $104,001.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,500.00 and $128,600.00 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 popular job titles related to Director Performance Management jobs in Michigan?

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

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

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

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

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

Director Performance Management jobs near you
Infographic showing various Director Performance Management job openings in Michigan as of August 2026, with employment types broken down into 100% Full Time. Highlights an 80% In-person, and 20% Remote job distribution, with an average salary of $104,001 per year, or $50 per hour.

Exec Dir Talent & Performance Mgmt

Jackson, MI

Consumers Energy
Utilities • 5 - 10K employees

8.3

Company rating: 8.3 out of 10

Based on 59 frontline employees who took The Breakroom Quiz

24th of 53 rated energy and utility

People enjoy working here

Good employer

Paid breaks

Learn more about Consumers Energyexternal

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 3 days ago

New

Job description

Consumers Energy is Michigan’s largest energy provider, providing natural gas and/or electricity to 6.8 million of the state’s 10 million residents in all 68 Lower Peninsula counties. Consumers Energy knows job number one is to keep the lights on for customers. We are committed to delivering reliable, clean, and affordable energy to our customers 24/7.  

This position is not eligible for immigration sponsorship, e.g., H-1B, TN, etc. Please do not apply if you will need immigration sponsorship for a work visa now or in the future, including sponsorship for H-1B, TN, etc., now or in the future. We are unable to hire individuals with CPT, OPT, or STEM OPT for this position as the position is not eligible for participation in the H-1B lottery program and is not eligible for current or future immigration sponsorship for a work visa.

Location: This is a hybrid (virtual/onsite) position with required onsite days on Monday, Tuesday and Thursday assigned to the One Energy Plaza headquarters located in Jackson, MI.  The selected candidate must be within a commutable distance or willing to relocate (relocation package is available for those that qualify).  

General Summary of Job Responsibilities

The Executive Director, Talent & Performance Management is responsible for developing and executing the enterprise talent strategy to ensure the organization has the workforce capabilities, leadership strength, and talent needed to achieve current and future business objectives. This role leads talent acquisition, learning and development, leadership and professional development and talent programs, including performance management, talent reviews & succession and talent mobility.

The Executive Director partners closely with Human Resources and business leadership to ensure talent solutions are business aligned, effectively deployed across the company and serve to strengthen organizational capability and accelerate business performance. The role is accountable for establishing integrated talent strategy, process, systems, tools and governance that align workforce investments with business needs and company strategy.

 

Essential Duties and Responsibilities
  • Lead the development and delivery an integrated enterprise talent lifecycle, including talent acquisition, onboarding, learning and development, leadership competencies, performance management, career development, talent and succession planning, talent mobility, and offboarding, ensuring programs and practices are aligned to business strategy and future workforce needs.
  • Define, execute and govern the enterprise talent strategy to align workforce capability, leadership readiness, learning and development, talent acquisition and talent programs with business objectives and HR strategy.
  • Build and maintain collaborative relationships with senior executives and leaders throughout the organization, establishing professional credibility and mutual trust while ensuring that business leaders receive high-quality advice, guidance and support to advance talent priorities and plans.
  • Establish governance, measures, and continuous improvement practices that strengthen program quality, adoption, compliance, and business impact.
  • Other duties as assigned or may be necessary
  • Lead analysis, monitoring, and tracking of talent management data to inform decisions. Accountable for data quality, reporting, and risk identification.
  • Provide strategic leadership & direction to Talent & Performance Management function. Direct, coach, mentor and develop team capabilities to effectively execute the overall talent strategy.
Knowledge/Skills/Abilities
  • Ability to deliver business results through effective partnership with business leaders and senior executives 
  • Business and financial acumen with ability to connect talent investments and business outcomes 
  • Demonstrated strength as a collaborative partner with proven relationship building skills at all levels of the organization 
  • Skilled communicator, able to convey complex information through data, story and presentations 
  • Able to apply lean methods and practices for continuous improvement
  • Broad human resources knowledge with a focus on delivering talent and development programs, processes, and tools that deliver business outcomes 
  • Ability to assess data, analytics and external insights in order to identify talent risks and opportunities for pro-active planning and solutions
  • Leadership Acumen with ability to coach, develop and align teams through transformation and change 
  • Resilient and able to positively manage a complex portfolio of high visibility initiatives 
Education/Experience
  • Bachelor's degree in Human Resource Management, Education/Training and Development, Business or related field and 12+ years of significant experience in operational Human Resources, including experience leading the development of talent and development programs; and experience leading and developing teams.
  • [OR] Associate's degree in Human Resource Management, Education/Training and Development, Business or related field and 14+ years of significant experience in operational Human Resources, including experience leading the development of talent and development programs; and experience leading and developing teams.
  • [OR] High School diploma and 16+ years of significant experience in operational Human Resources, including experience leading the development of talent and development programs; and experience leading and developing teams.

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Why should you join our team? 

At Consumers Energy, we offer more than just a place to work. We foster a culture that supports career development, growth, and stability, and we take pride in offering our co-workers excellent benefits and compensation packages. We are deliberately creating an inclusive culture that makes our diverse team of co-workers feel valued, supported, and empowered every day. We're a company made up of thousands of people, all with different stories to share and work to do, but we stand united in our company purpose: world class performance delivering hometown service.

What we offer: 

  • Competitive compensation packages
  • Medical, Dental and Vision
  • 401k with company match
  • Paid parental leave
  • Up to 13 paid Holidays
  • Paid time off
  • Educational Assistance Program

Diversity, Equity & Inclusion: 

We, at CMS Energy, value Diversity, Equity, & Inclusion. It is part of our DNA. We treat our employees with respect, we treat each other fairly and we value the opinions of others. We are passionate about building and nurturing an environment where everyone feels included. We don’t discriminate. We seek to learn about each other and better understand our unique differences. Our uniqueness makes us authentic. We create safe spaces where everyone can be who they truly are. We invite difficult conversations and uncomfortable topics. We value diverse perspectives; this is what makes us great together. We harbor an inclusive environment where employees feel empowered to share their backgrounds, experiences, and ideas. Our Employee Resource Groups, Women in Energy (WE), Minority Advisory Panel (MAP), Pride Alliance of Consumers Energy (PACE), GENERGY (Different Generations), capable (Different Abilities), Interfaith, People Planet Partners, and Veterans Advisory Panel (VAP) are key enablers to living the values of our company culture: Caring, Empowered, Deliberate, Agility, and Ownership.

All qualified applicants will not be discriminated against and will receive consideration for employment without regard to protected veteran status, disability, race, color, religion, sex, age, sexual orientation, gender identity or national origin.

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