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Manager Performance Management Jobs in Wisconsin

NFP

Talent Management & Development Specialist

Madison, WI · On-site

$80K - $120K/yr

Build and continuously improve onboarding and new manager training programs. * Partner with HR ... Support Talent Management & Performance Processes * Partner with leadership to support performance ...

The Registry, Inc.

Human Resources Manager

Fitchburg, WI · Hybrid

$70K - $85K/yr

Paylocity HRIS Lead Administrator for recruitment, onboarding, employee records, expense reporting, performance management, payroll, reporting, and offboarding. Benefits & Compensation * Develop ...

The Registry, Inc

Human Resources Manager

Fitchburg, WI · On-site

$70K - $85K/yr

Paylocity HRIS Lead Administrator for recruitment, onboarding, employee records, expense reporting, performance management, payroll, reporting, and offboarding. Benefits & Compensation * Develop ...

FIS

Manager, Project Management

Milwaukee, WI · Hybrid

Support talent development, performance management, and succession planning What you bring: * Bachelor's degree or equivalent experience * 10+ years of project and/or program management experience

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See Wisconsin salary details

$40.4K

$100.5K

$154.9K

How much do manager performance management jobs pay per year?

As of May 31, 2026, the average yearly pay for manager performance management in Wisconsin is $100,459.00, according to ZipRecruiter salary data. Most workers in this role earn between $66,100.00 and $127,200.00 per year, depending on experience, location, and employer.

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.

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 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 is the role of a performance management manager?

A performance management manager oversees the process of evaluating and improving employee performance within an organization. They develop performance metrics, conduct reviews, and implement strategies to enhance productivity, often using tools like performance management software and requiring strong leadership and communication skills.

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 the most commonly searched types of Performance Management jobs in Wisconsin? The most popular types of Performance Management jobs in Wisconsin are:
What are popular job titles related to Manager Performance Management jobs in Wisconsin? For Manager Performance Management jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Manager Performance Management jobs in Wisconsin look for? The top searched job categories for Manager Performance Management jobs in Wisconsin are:
Manager Performance Management jobs near you

Restaurant Manager WI

ANCHOR POINT MANAGEMENT GROUP

Appleton, WI • On-site

Other

Posted 13 days ago

Job description

The Restaurant General Manager (RGM) provides overall leadership and direct supervision for operations of an individual Taco Bell Unit. They are accountable for the organized, efficient, and profitable operation of their restaurant by achieving and maintaining high standards of cleanliness, hospitality, accuracy, building maintenance, product quality, and speed of service. The RGM directly performs hands on operational work as necessary to train employees, respond to guest service needs, or otherwise role model appropriate skills and behaviors in their restaurant.

Duties and Responsibilities:

  • Ensures that cost categories including food cost, labor cost, cash and controllable expenses are controlled to company guidelines and budgeted levels.
  • Works within their restaurant to produce positive sales growth by demonstrating improvement on 5 Bells, CORE, speed of service and food quality.
  • Ensures adequate staffing levels are maintained for all days and day parts, to meet all scheduling requirements.
  • Prepares and conducts crew member, shift manager, and assistant general manager performance appraisals.
  • Performs the hiring process for a new crew members, shift leaders, and assistant general managers.
  • Coaches and councils all crew members and managers and are responsible for training and developing their team to expected certification and performance levels.
  • Maintain the restaurant cleanliness and organization, following all food service sanitation guidelines and regulations.
  • Ensures compliance with all local, state, and federal laws pertaining to employment.
  • Verifies the restaurant environment is safe for both employees and guests and takes corrective action when needed.
  • Ensures that preventative maintenance procedures are followed for all equipment and facilities and report any needed repairs to the maintenance department and your area coach.
  • Ensures excellent levels of guest service on all shifts and properly handles guests’ complaints to facilitate repeat business.
  • Provides relevant and timely feedback to their area coach on operating results, specifically through the daily call procedure and weekly area meetings.
  • Effectively manages turnover by practicing effective selection and training and by treating their people right and fostering a positive work environment.
  • Preparing food as needed for guests and training purposes as well as handling the cash register and money when required.
  • Must be at least 18 years old or older.
  • Strong preference for an internal promote from the AGM position who has completed all required learning zone training and certifications.
  • High school diploma or GED is required, Undergraduate degree preferred
  • Possess a minimum of 6 months in a supervisory role, preferably in a service-related business.
  • Legal right to work in the United States.
  • Have open availability and the ability to work flexible hours and all shifts as needed.
  • Excellent oral and written communication skills.
  • Strong planning, organizing, and follow-up skills.
  • Excellent decision making and conflict resolution skills.
  • Must enjoy working in a fast-paced environment and be flexible enough to deal with rapid change.
  • Desire to develop their team and actively continue their own development.
  • Must be able to manage time effectively and efficiently and reach objectives within specified timeframes.

The duties and requirements of this position may change from time to time. The Company and their affiliates reserve the right to add or delete duties and responsibilities at the discretion of its owners/managers. This job description is intended to describe the general level of work being performed. It is not intended to be all-inclusive.

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