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Human Performance Program Manager Jobs in Raleigh, NC

Lutheran Services Carolinas

Program Manager

Durham, NC

$18 - $20.25/hr

LSC is looking for a Program Manager for our Raynor Street location. The Program Manager will ... Initiate new hire process by completing required personnel documents for Human Resources if ...

Lutheran Services Carolinas

Program Manager

Durham, NC · On-site

$18 - $20.25/hr

LSC is looking for a Program Manager for our Raynor Street location. The Program Manager will ... Initiate new hire process by completing required personnel documents for Human Resources if ...

First Citizens Bank

Program Manager

Raleigh, NC · On-site

Manages planning, schedule, resources, and risk. Ensures quality and compliance, implementing ... Communicates key performance indicators and program metrics to the appropriate parties. Business ...

Lutheran Services Carolinas

PROGRAM MANAGER

Raleigh, NC · On-site

$20 - $22/hr

The Program Manager will ensure the group home/program is managed so that it meets COA standards of ... Education: BS/BA Degree with two years paid human services experience; or High school diploma plus ...

Lutheran Services Carolinas

PROGRAM MANAGER

Raleigh, NC · On-site

$20 - $22/hr

The Program Manager will ensure the group home/program is managed so that it meets COA standards of ... Education: BS/BA Degree with two years paid human services experience; or High school diploma plus ...

Lutheran Services Carolinas

Program Manager

Raleigh, NC · On-site

$20 - $22.50/hr

Lutheran Services Carolinas (LSC) is seeking a dedicated Program Manager to lead services at our ... Education: BS/BA Degree with two years paid human services experience; or High school diploma plus ...

Lutheran Services Carolinas

Program Manager

Raleigh, NC

$20 - $22.50/hr

Lutheran Services Carolinas (LSC) is seeking a dedicated Program Manager to lead services at our ... Education: BS/BA Degree with two years paid human services experience; or High school diploma plus ...

Cree

Program Manager- Defense

Durham, NC · On-site

At Wolfspeed, we do amazing things in a human way. We know that the achievements of our ... Key Responsibilities Contractor Performance & Accountability * Serve as Wolfspeed's primary point ...

Wolfspeed, Inc.

Program Manager- Defense

Durham, NC · On-site

At Wolfspeed, we do amazing things in a human way. We know that the achievements of our ... Key Responsibilities Contractor Performance & Accountability * Serve as Wolfspeed's primary point ...

True Team Medical

Program Manager

Raleigh, NC

About the Role We are seeking a ACT Program Manager who focuses on the client journey into and out ... Master's degree in Human Services, Social Work, Psychology, Counseling, Nursing, Healthcare ...

RELX

Program Manager

Raleigh, NC · On-site

The Program Manager will be responsible for managing and providing direction to a team of Project ... Define key performance parameters and create regular variance reports to track progress. Negotiate ...

RELX Group plc

Program Manager

Raleigh, NC · On-site

The Program Manager will be responsible for managing and providing direction to a team of Project ... Define key performance parameters and create regular variance reports to track progress. • ...

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All JobsHuman Performance Program JobsHuman Performance Program Manager JobsHuman Performance Program Manager Jobs in Raleigh, NC

Human Performance Program Manager information

See Raleigh, NC salary details

$37.9K

$83.7K

$125.9K

How much do human performance program manager jobs pay per year?

As of Sep 1, 2026, the average yearly pay for human performance program manager in Raleigh, NC is $83,734.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,100.00 and $97,200.00 per year, depending on experience, location, and employer.

What is a human performance program manager?

A Human Performance Program Manager is responsible for overseeing programs that optimize the physical, mental, and emotional well-being of individuals, often within organizations such as the military, sports teams, or corporate settings. They design, implement, and evaluate initiatives aimed at improving productivity, reducing injury, and enhancing overall performance. This role involves collaborating with multidisciplinary teams, including trainers, psychologists, and medical professionals, to create comprehensive strategies tailored to organizational goals. Human Performance Program Managers also track program outcomes and make data-driven adjustments to maximize effectiveness.

What are the key skills and qualifications needed to thrive as a human performance program manager, and why are they important?

To thrive as a Human Performance Program Manager, you need expertise in exercise science, human performance optimization, and program management, often supported by a relevant bachelor's or master's degree. Familiarity with assessment tools, data analytics platforms, and certifications such as CSCS (Certified Strength and Conditioning Specialist) are typically required. Outstanding leadership, communication, and problem-solving skills set top performers apart in this role. These capabilities are essential to effectively design, implement, and oversee programs that enhance organizational and individual performance outcomes.

What are some common challenges faced by human performance program managers, and how can they be addressed?

Human Performance Program Managers often navigate challenges such as aligning program goals with organizational objectives, securing stakeholder buy-in, and measuring the impact of performance initiatives. Success in this role requires strong communication skills to collaborate with multidisciplinary teams like trainers, healthcare professionals, and leadership. Implementing data-driven assessment tools and maintaining flexibility to adapt programs based on feedback are key strategies to overcome these obstacles. Regularly engaging with team members and fostering a culture of continuous improvement also helps ensure program effectiveness and sustainability.

What is the difference between Human Performance Program Manager vs Human Factors Specialist?

AspectHuman Performance Program ManagerHuman Factors Specialist
CredentialsTypically requires a degree in human factors, psychology, or related field; certifications like CPE or HPI are commonSimilar credentials; often holds degrees in psychology, ergonomics, or human factors; certifications like HFES are valued
Work EnvironmentWorks in industries like aerospace, defense, or corporate settings focusing on performance improvement programsWorks in research, product design, or usability testing within similar industries
Employer & Industry UsageUsed by organizations aiming to optimize human performance and safetyUsed by companies designing user-centered systems and interfaces

While both roles focus on human-centered approaches, the Human Performance Program Manager oversees performance improvement initiatives, whereas the Human Factors Specialist concentrates on designing systems and interfaces to enhance usability and safety.

What are popular job titles related to Human Performance Program Manager jobs in Raleigh, NC?

For Human Performance Program Manager jobs in Raleigh, NC, the most frequently searched job titles are:

What job categories do people searching Human Performance Program Manager jobs in Raleigh, NC look for?

The top searched job categories for Human Performance Program Manager jobs in Raleigh, NC are:

Human Performance Program Manager jobs near you

Performance Management and Total Rewards - Program Manager

Duke Health

Durham, NC • On-site

Full-time

Re-posted 11 days ago

Duke Health rating

7.3

Company rating: 7.3 out of 10

Based on 255 frontline employees who took The Breakroom Quiz

303rd of 896 rated healthcare providers

Job description

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.
Position Overview
The Performance Management and Total Rewards Specialist is responsible for developing, leading, and supporting key compensation and performance initiatives across the organization. This role ensures the effective execution of pay-for-performance programs, oversees leadership compensation administration, and maintains special pay policies. The specialist collaborates with cross-functional teams and provides technical guidance, ensuring compliance and alignment with organizational objectives.
Key Responsibilities
Performance Management:60%
  • Develop and lead the organization's performance management and pay-for-performance initiative, driving alignment between employee rewards and organizational goals.
  • Provide programmatic support for the Performance Management program, including technical assistance for performance evaluations.
  • Partner with Rewards & Recognition (R&R) during the salary setting process to ensure transparency and fairness.
  • Deliver leadership education, change management strategies, and communication planning to support program adoption.

Leadership Compensation Administration:15%
  • Prepare and distribute board materials related to compensation and execute board-approved actions.
  • Coordinate with executive recruitment for onboarding, ensuring smooth integration of new leaders.
  • Lead participant activities and annual review programs, including 360-degree reviews and renewals.
  • Oversee annual leader incentive programs, including calculations, preparation, and communications.
  • Advise on leader role structures, including salary offers and program participation levels.
  • Collaborate with Rewards & Recognition to develop and maintain executive role architecture, ensuring appropriate relationships and position levels.

Total Rewards:15%
  • Serve as a resource for administrative and programmatic assistance in executing new total rewards plans.
  • Develop communication tools and schedule programmatic needs for total rewards initiatives.
  • Support HR Business Partner (HRBP) training for compensation submissions.

Special Pay Policies (DUHS):10%
  • Partner with operational leaders to design and maintain special pay policies, such as staffing incentives and time-based programs, for DUHS.
  • Communicate premium pay rates and policies to University Rewards & Recognition, Talent Care Center, and Payroll.
  • Establish and maintain timelines for reviewing special pay programs, making recommendations to maintain, update, or retire each program.

Minimum Qualifications
Education
Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.
Experience
Work requires the ability to plan and administer programs and direct program activities within a specific functional area, generally acquired through four years of related experience. 5 years of experience (preferred)in Human Resources with significant experience with Compensation and Performance Management administration or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below.Experience working in an academic medical center or health system is strongly preferred.
  • Extensive knowledge of compensation and performance management programs.
  • Experience comprehending, interpreting, and appropriately applying the sections of applicable laws, guidelines, regulations, ordinances and policies.
  • Experience in change management, leadership education, and communication planning with strong collaboration and partnership skills
  • Ability to provide technical assistance and programmatic support for performance evaluation processes.
  • Excellent organizational skills for scheduling, program management, and policy administration.
  • Experience with project management including the ability to develop, communicate, maintain, and execute project timelines and deliverables.

Work Environment
The specialist will work collaboratively across departments, including HR, Rewards & Recognition, Payroll, Talent Care Center, Talent Acquisition, and many Executive and Operational leaders. Occasional evening or weekend work may be required to meet program deadlines or support board activities.
Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation or military status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions:
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

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