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Director Performance Management Jobs in Baltimore, MD

Eagle Title LLC

Sales Director

Severna Park, MD · On-site

$85K - $125K/yr

The Sales Director operates with influence and accountability for sales outcomes but does not have ... Performance management, compensation decisions, and employment matters remain with Business Line ...

Eagle Title LLC

Sales Director

Annapolis, MD · On-site

$85K - $125K/yr

The Sales Director operates with influence and accountability for sales outcomes but does not have ... Performance management, compensation decisions, and employment matters remain with Business Line ...

Eagle Title LLC

Sales Director

Towson, MD · On-site

$85K - $125K/yr

The Sales Director operates with influence and accountability for sales outcomes but does not have ... Performance management, compensation decisions, and employment matters remain with Business Line ...

MedStar Health

Director of Case Management

Baltimore, MD · On-site

$58.03 - $104.12/hr

Develops standards of performance evaluates performance and conducts performance management planning. Identifies individual staff development needs and provides appropriate resources to meet needs.

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All JobsPerformance Management JobsDirector Performance Management JobsDirector Performance Management Jobs in Baltimore, MD

Director Performance Management information

See Baltimore, MD salary details

$59.1K

$118.6K

$164K

How much do director performance management jobs pay per year?

As of Sep 4, 2026, the average yearly pay for director performance management in Baltimore, MD is $118,564.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,900.00 and $146,600.00 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 the most commonly searched types of Performance Management jobs in Baltimore, MD?

The most popular types of Performance Management jobs in Baltimore, MD are:

What job categories do people searching Director Performance Management jobs in Baltimore, MD look for?

The top searched job categories for Director Performance Management jobs in Baltimore, MD are:

What cities near Baltimore, MD are hiring for Director Performance Management jobs?

Cities near Baltimore, MD with the most Director Performance Management job openings:

Director Performance Management jobs near you
Infographic showing various Director Performance Management job openings in Baltimore, MD as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $118,564 per year, or $57 per hour.

Strategic Portfolio Management and Performance Manager (Hybrid)

CareFirst

Baltimore, MD • On-site

Full-time

Retirement

Posted 29 days ago

Key responsibilities

  • Oversee enterprise portfolio planning, including prioritization, sequencing, and refreshes to ensure alignment with enterprise strategy and goals.

  • Drive portfolio governance, provide transparent leadership reports, and improve portfolio management maturity to enhance delivery effectiveness.

  • Monitor portfolio performance through KPIs and analytics, and translate insights into recommendations for prioritization, funding, and risk mitigation.

CareFirst BlueCross BlueShield rating

7.3

Company rating: 7.3 out of 10

Based on 31 frontline employees who took The Breakroom Quiz

242nd of 315 rated insurance

Job description

Resp & Qualifications

PURPOSE: 
The Strategic Portfolio Management & Performance Manager provides enterprise-wide portfolio oversight to ensure that all initiatives and investments are strategically aligned, and organizational resources are optimized for maximum value delivery. Plays a critical role in standardizing portfolio processes, enhancing transparency, and driving consistent performance measurement across Value Streams and broader IT portfolio.
ESSENTIAL FUNCTIONS:

  • Oversee enterprise portfolio planning, including annual planning, intake prioritization, roadmap sequencing, and recurring portfolio refreshes to ensure initiatives, capacity, and investments remain aligned to enterprise strategy and goals. Serve as an enterprise portfolio lead across value streams and platforms to identify dependencies, support resource alignment, standardize practices, and maintain visibility into request disposition.
  • Drive portfolio governance and alignment routines in partnership with the ePMO, value streams, business leaders, technology, and finance teams. Provide transparent portfolio readouts to leadership, strengthen data governance and reporting consistency, and advance portfolio management maturity to improve delivery effectiveness and enterprise value realization.
  • Monitor portfolio performance and value realization through OKRs/KPIs, business case tracking, dashboards, and actionable analytics. Translate portfolio insights into recommendations that inform prioritization, funding alignment, risk mitigation, and corrective action in collaboration with Financial Planning & Analysis.
  • Build and lead a high-performing portfolio management team by establishing practices, standards, repeatable processes, and development plans. Provide management oversight of direct reports, including hiring, performance feedback, coaching, professional development, and administrative responsibilities.

SUPERVISORY RESPONSIBILITY:
This position manages people.
QUALIFICATIONS:
Education Level: Bachelor's Degree OR in lieu of a Bachelor's degree, an additional 4 years of relevant work experience is required in addition to the required work experience.
Experience: 5 years progressive experience in one or more of the following:  corporate strategy and portfolio management, healthcare or financial consulting, medical affairs or market research with experience in leading executive-level strategic discussions. 2 years supervisory or demonstrated progressive leadership experience.
Preferred Qualifications:

  • MBA or other advanced degree with demonstrated financial, strategic, and business acumen, preferred.
  • Demonstrated experience in one or more of the following areas: strategic portfolio management, lean portfolio management, value stream management, enterprise governance, business case development, financial planning and analysis, OKR/KPI performance management, organizational change management, process improvement, business process reengineering, customer experience, or strategic planning.
  • Experience leading portfolio management practices in a healthcare, payer, technology, consulting, or matrixed enterprise environment, preferred.
  • Experience building dashboards, portfolio reporting routines, governance forums, or executive-level performance readouts, preferred.

Knowledge, Skills and Abilities (KSAs)

  • Strategic portfolio and product leadership: Ability to shape product vision, manage roadmaps, prioritize initiatives, and align portfolio investments to enterprise strategy and value realization.
  • Portfolio management, agile practices, and performance measurement: Strong knowledge of lean portfolio management, value stream management, continuous improvement, feature decomposition, financial acumen, and KPI/OKR tracking.
  • Business analysis and problem solving: Demonstrated capability in business analysis, critical thinking, design thinking, functional strategy execution, and applying healthcare or market trend insights to decision-making.
  • Cross-functional leadership and stakeholder management: Proven ability to collaborate across teams, influence and negotiate with stakeholders, make strategic decisions, and develop and motivate teams.


Salary Range: 121,120 - 224,829
 

Salary Range Disclaimer

The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the work is being performed. This compensation range is specific and considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, internal peer equity, and market and business consideration. It is not typical for an individual to be hired at the top of the range, as compensation decisions depend on each case's facts and circumstances, including but not limited to experience, internal equity, and location. In addition to your compensation, CareFirst offers a comprehensive benefits package, various incentive programs/plans, and 401k contribution programs/plans (all benefits/incentives are subject to eligibility requirements).

Equal Employment Opportunity

CareFirst BlueCross BlueShield is an Equal Opportunity (EEO) employer.  It is the policy of the Company to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.

Federal Disc/Physical Demand

Note:  The incumbent is required to immediately disclose any debarment, exclusion, or other event that makes him/her ineligible to perform work directly or indirectly on Federal health care programs.

PHYSICAL DEMANDS:

The associate is primarily seated while performing the duties of the position.  Occasional walking or standing is required.  The hands are regularly used to write, type, key and handle or feel small controls and objects.  The associate must frequently talk and hear.  Weights up to 25 pounds are occasionally lifted.

Sponsorship in US

Must be eligible to work in the U.S. without Sponsorship.

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