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Manager Performance Management Jobs in Ohio (NOW HIRING)

Swagelok Company

Manager Talent Management

Solon, OH · On-site

Global Performance, Development and Onboarding * Ensures execution of the annual performance management and development planning process, including the timeline, communication, training, system, and ...

DHL

Operational Performance Mgr - OE

Westerville, OH · On-site

$85K - $150K/yr

Verify and ensuring all operational and performance tracking/management tools are in place or planned in detail prior to and during the readiness and implementation phase to support the ...

DPDHL

Operational Performance Mgr - OE

Westerville, OH · On-site

$85K - $150K/yr

Verify and ensuring all operational and performance tracking/management tools are in place or planned in detail prior to and during the readiness and implementation phase to support the ...

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All JobsPerformance Management JobsManager Performance Management JobsManager Performance Management Jobs in Ohio

Manager Performance Management information

See Ohio salary details

$38K

$94.6K

$145.9K

How much do manager performance management jobs pay per year?

As of Aug 16, 2026, the average yearly pay for manager performance management in Ohio is $94,621.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,300.00 and $119,800.00 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 is a manager performance management?

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?

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.

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

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

What are popular job titles related to Manager Performance Management jobs in Ohio?

For Manager Performance Management jobs in Ohio, the most frequently searched job titles are:

What job categories do people searching Manager Performance Management jobs in Ohio look for?

The top searched job categories for Manager Performance Management jobs in Ohio are:

Manager Performance Management jobs near you
Infographic showing various Manager Performance Management job openings in Ohio as of July 2026, with employment types broken down into 81% Full Time, 15% Part Time, 1% Temporary, 2% Contract, and 1% Nights. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $94,621 per year, or $45.5 per hour.

Closers Wanted - Sales Performance Manager

SVG Management

Dayton, OH • On-site

Full-time

Re-posted 10 days ago

Job description

You're the Best Closer at Your Store. Nobody's Paying You Like It.
SVG Motors - Dayton, OH Area | Multiple Locations Compensation: Competitive base + performance comp tied directly to what you produce
Let's Be Honest About Where You're At Right Now
You're at a dealership. You're the one they call when a deal is dying. You're the one who steps in, sits down with the customer, and saves it. You've trained half the floor whether anyone asked you to or not. You're closing deals, you're coaching people, and you're making the store money.
And somehow you're still on the same pay plan as the guy who hides in the tower and hasn't T.O.'d a customer since 2019.
Sound about right?
Here's What We're Building
SVG Motors is a seven-location dealership group in Ohio in the middle of a serious growth phase. We've already taken the deal structuring off your plate - we run a centralized desk that handles the numbers across all locations. That means the person we put on the floor has one job: make the salespeople better and close the deals they can't.
We call this role Sales Performance Manager and it's not what you're used to.
What You'll Actually Do Every Day
Train. Every. Day. Not a Monday morning meeting where everyone zones out. Real skill development built around SVG's Phoenix Process - a structured, script-driven sales methodology that every salesperson is expected to execute cold. You'll drill scripts, run role plays, break down objection handling, and coach F&I product presentations until your team can deliver the full transaction from greeting to delivery without flinching.
Close in the showroom. When a salesperson gets stuck - on the commitment, the trade, the numbers, the product presentation - you step in face-to-face with the customer and get it done. Not from behind a desk. In the showroom, at the table, wherever the deal is happening. At SVG, our salespeople own the entire transaction including F&I products, all delivered in the showroom. Your job is to T.O. any part of that process when they need you.
Develop your people individually. You'll run regular one-on-ones with every salesperson on your team. These aren't casual "how's it going" conversations. You're reviewing their individual performance metrics, tracking progress against goals, strategizing on their pending deals, and going through missed opportunities so the same mistakes stop repeating. This is where the real results come from.
Hold the standard. If someone's not running the Phoenix Process, you're correcting it in the moment - not after the customer leaves. The process works. Your job is to make sure it gets executed.
Who This Is For
You've closed customers face-to-face. Recently. Not five years ago. You can teach - not just "watch me do it," but actually break down the mechanics of a close, an objection response, or a product presentation in a way that makes someone else better. You know F&I products - service contracts, GAP, tire and wheel, appearance protection - and you can step into a product presentation and close it with conviction. You believe in process. You don't wing it. You don't let your people wing it. You've sat across from a salesperson in a one-on-one and held them accountable to real numbers and real goals.
Who This Isn't For
Tower managers who haven't closed a customer in the showroom in years. "Coaches" whose only move is "just go get the commitment" with no technique behind it. Managers who got the title because they outlasted everyone else. People who think F&I product presentations are someone else's problem. If your idea of training is a once-a-week PowerPoint or forwarding a motivational YouTube video to the group chat, keep scrolling.
Why SVG
The desk is handled. The leads are coming. The inventory is there. The process exists and it works - it's called Phoenix, and it's waiting for someone to enforce it.
What we need is the person on the floor who teaches it, lives it, and closes what everyone else can't.
If you're at a store right now carrying the floor for people who don't work as hard as you, or you're stuck under leadership that doesn't develop anyone, or you're the best closer in the building and your paycheck doesn't reflect it - stop applying to the same job at a different dealership.
Come build something.
SVG Motors - 7 locations across Ohio representing Chrysler, Dodge, Jeep, RAM, GMC, Chevrolet, and Toyota.
We are an equal opportunity employer.

Apply