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Manager Performance Management Jobs (NOW HIRING)

AECOM

Performance Management Lead

Sacramento, CA

The incumbent is a senior manager within the Program Performance and Risk Management Branch and works in partnership with the leads over Cost, Schedule, and Risk Units to effectively collate, monitor ...

ASM Research

Performance Manager

Apply process improvement and performance management methodologies to prioritize, track, and report on remediation initiatives through completion. * Partner with project, operations, and release ...

ALO

Engineering Manager, Performance

San Ramon, CA · On-site

$188K - $235K/yr

... management role * Strong understanding of distributed systems and performance characteristics * Proficiency in at least one general-purpose programming language (e.g., Go, Python, TypeScript)

AECOM

Performance Management Lead

Sacramento, CA · On-site

$130K - $241K/yr

The incumbent is a senior manager within the Program Performance and Risk Management Branch and works in partnership with the leads over Cost, Schedule, and Risk Units to effectively collate, monitor ...

Empower AI Inc.

Develops performance measurements including goals, metrics, and reports utilizing the current ... Manages the implementation of an enterprise knowledge base and knowledge management best practices ...

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Manager Performance Management information

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$40K

$99.5K

$153.5K

How much do manager performance management jobs pay per year?

As of Jul 11, 2026, the average yearly pay for manager performance management in the United States is $99,528.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,500.00 and $126,000.00 per year, depending on experience, location, and employer.

What is the difference between Manager Performance Management vs Performance Analyst?

AspectManager Performance ManagementPerformance Analyst
Primary RoleOversees performance management processes, sets goals, and evaluates employee performanceAnalyzes performance data, identifies trends, and provides insights for improvement
Required SkillsLeadership, communication, HR knowledge, performance evaluationData analysis, reporting, problem-solving, HR familiarity
Work EnvironmentHR departments, management teams, organizational settingsData teams, HR analytics, performance review projects
CertificationsSHRM-CP, PHR, HR certificationsData analysis certifications, HR analytics credentials

While both roles focus on performance, the Manager Performance Management leads the overall process and strategy, whereas the Performance Analyst provides data-driven insights to support performance improvements. The manager has broader responsibilities in goal setting and employee evaluation, while the analyst specializes in analyzing performance data to inform decisions.

What are Manager Performance Management roles?

A Manager Performance Management is responsible for overseeing and enhancing the performance management process within an organization. This role typically involves setting performance standards, designing evaluation systems, coaching managers and employees, and analyzing performance data to drive continuous improvement. They ensure that employees' goals align with organizational objectives and that feedback and development plans are integrated into the company's culture. By fostering a performance-driven environment, they help boost productivity, engagement, and business results.

What are some common challenges faced by a Manager Performance Management, and how can they be addressed?

A Manager Performance Management often encounters challenges such as aligning individual goals with overall business objectives, ensuring consistent and fair evaluation processes, and managing resistance to feedback or change. Addressing these challenges requires strong communication skills, the ability to foster a culture of continuous improvement, and the use of clear, data-driven performance metrics. Collaborating closely with HR and department leaders can also help ensure that performance management strategies are transparent, inclusive, and support both employee growth and organizational goals.

What are the key skills and qualifications needed to thrive as a Manager, Performance Management, and why are they important?

To thrive as a Manager, Performance Management, you need strong analytical abilities, knowledge of HR best practices, and typically a degree in human resources, business, or a related field. Familiarity with HRIS systems, performance management software, and data analysis tools is commonly required, along with certifications like SHRM-CP or PHR being advantageous. Exceptional communication, leadership, and problem-solving skills help you drive engagement and facilitate feedback across teams. These competencies are crucial for effectively aligning employee performance with organizational goals and fostering continuous improvement.
More about Manager Performance Management jobs
What cities are hiring for Manager Performance Management jobs? Cities with the most Manager Performance Management job openings:
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Manager Performance Management jobs near you
Infographic showing various Manager Performance Management job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, 1% Temporary, and 2% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $99,528 per year, or $47.9 per hour.
Principal Program Manager, Performance Management & Development

Principal Program Manager, Performance Management & Development

Intuit

Mountain View, CA • On-site

Full-time

Re-posted 9 days ago

Intuit rating

8.3

Company rating: 8.3 out of 10

Based on 87 frontline employees who took The Breakroom Quiz

85th of 209 rated software companies

Job description

At the heart of Intuit's success is a high-performance culture powered by our Performance Management & Development (PM&D) system. Our end-to-end PM&D system includes setting clear, bold goals, evaluating the ongoing performance of employees against their goals, providing ongoing coaching and feedback, assigning ratings at mid-year and year-end, rewarding employees with differentiated compensation, and helping employees meet their career goals. We believe that when employees have clarity on their impact and a clear path for growth, they do the best work of their lives-which, in turn, drives our business forward.
Our Mid-Year and Year-End processes are the most critical moments in our performance and talent management calendar. These are high-stakes periods where performance, ratings, and rewards intersect to bring our pay-for-performance philosophy to life. As the Principal Program Manager, Performance Management and Development, you are the driver of these moments. You won't just run a process; you will drive company-wide impact by ensuring we design and deliver world-class employee experiences.
You will balance strategic direction with operational excellence, collaborating deeply with HRBPs, People Analytics, Tech, Learning, and Executive Leadership to ensure our talent practices are data-driven and future-ready.
Responsibilities
Mid-Year and Year-End Performance Design & Delivery
  • Own the end-to-end design and delivery of Intuit's Mid-Year and Year-End performance cycles - including calibration, ratings, distribution guidance, talent reviews, and pay-for-performance rewards alignment and conversations.
  • Serve as a subject matter expert in our PM&D system, translating talent strategy into operational excellence.
  • Define and own the roadmap for the Mid-Year and Year-End processes - identifying tradeoffs, sequencing delivery, and ensuring every initiative connects to accelerating talent and business outcomes.
  • Build and maintain a durable, agile operating model: clear playbooks, streamlined workflows, business-relevant timelines, and a process that scales efficiently and improves year over year.
AI-Enabled Innovation & Data Intelligence
  • Partner with Product and Tech teams to define AI-enabled use cases, establish fairness and governance guardrails, and drive adoption that changes manager and employee behavior and drives talent outcomes.
  • Partner with People Analytics to modernize reporting and data intelligence - embedding key talent signals directly into workflows so leaders make faster, better-informed decisions.
  • Define and track the metrics that connect performance and talent processes to talent outcomes, retention, engagement, and business performance.
Cross-Functional & Change Leadership
  • Work directly with executive sponsors to address program risks, build buy-in for key decisions, and translate complex data into strategic recommendations that drive action at all levels.
  • Lead and align matrixed project teams across Rewards, Analytics, Learning, HRBPs, Tech/Product, and Communications - ensuring seamless, end-to-end PM&D program delivery across the enterprise.
  • Formulate and execute change strategies for large-scale program shifts - managing stakeholder relationships at all levels and instilling confidence and change adoption in the direction.

Qualifications
  • 7-10+ years in Talent or Performance Management, HRBP, Program Management, Organizational Development, or HR Operations with a proven track record driving large-scale performance or talent cycles at a global or enterprise level.
  • Deep subject matter expertise in performance management - talent review/calibrations, rating philosophy, pay-for-performance design, and bias mitigation in talent decisions.
  • Exceptional ability to translate high-level talent philosophy into flawless operational delivery without losing strategic intent or attention to the details that matter.
  • Advanced data literacy: fluent in talent analytics, capable of building executive-ready narratives from complex data, and skilled at teaching business leaders how to use data in talent decisions.
  • High proficiency with AI tools and an informed point of view on how AI is reshaping performance management - including its potential benefits and risks. Experience with AI-enabled HR tech platforms and tools.
  • Strong product, design, and systems thinking applied to performance and talent program design with a track record of driving simplicity, scalability, and exceptional end-to-end employee experiences.
  • Outstanding communication, influence, and stakeholder management skills - credible presenting to HR and business executives and tech, product, and analytics partners.
  • Proven ability to lead through ambiguity, drive alignment across competing priorities, and simplify complex systems into scalable, durable solutions.
  • Bachelor's degree in HR, Organizational Psychology, Business, or a related field. Master's or MBA preferred.

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Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position will be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at ). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
The expected base pay range for this position is:
Mountain View $194,000 - $262,000
San Diego, CA $178,000- $241,000

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