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Manager Performance Management Jobs in Naperville, IL

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Manager Performance Management information

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$39.9K

$99.4K

$153.3K

How much do manager performance management jobs pay per year?

As of Sep 4, 2026, the average yearly pay for manager performance management in Naperville, IL is $99,379.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,400.00 and $125,800.00 per year, depending on experience, location, and employer.

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 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 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 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 Naperville, IL?

The most popular types of Performance Management jobs in Naperville, IL are:

What job categories do people searching Manager Performance Management jobs in Naperville, IL look for?

The top searched job categories for Manager Performance Management jobs in Naperville, IL are:

What cities near Naperville, IL are hiring for Manager Performance Management jobs?

Cities near Naperville, IL with the most Manager Performance Management job openings:

Manager Performance Management jobs near you
Infographic showing various Manager Performance Management job openings in Naperville, IL as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $99,379 per year, or $47.8 per hour.

Lead Performance & Talent Management Specialist (Hybrid)

American Medical Association

Chicago, IL • On-site

$104K - $138K/yr

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Lead Performance & Talent Management Specialist (Hybrid)
Chicago, IL
The American Medical Association (AMA) is the nation's largest professional Association of physicians and a non-profit organization. We are a unifying voice and powerful ally for America's physicians, the patients they care for, and the promise of a healthier nation. To be part of the AMA is to be part of our Mission to promote the art and science of medicine and the betterment of public health.
At AMA, our mission to improve the health of the nation starts with our people. We foster an inclusive, people-first culture where every employee is empowered to perform at their best. Together, we advance meaningful change in health care and the communities we serve.
We encourage and support professional development for our employees, and we are dedicated to social responsibility. We invite you to learn more about us and we look forward to getting to know you.
We have an opportunity at our corporate offices in Chicago for a Lead Performance & Talent Management Specialist (Hybrid) on our Human Resources team. This is a hybrid position reporting into our Chicago, IL office, requiring 3 days a week in the office.
This role leads the enterprise performance and talent management operatingmodel, ensuring consistent execution, governance, andintegration across the organization. Translates organizational strategy intoscalable performance and talent processes that enable alignment,accountability, and leadership pipeline development.
RESPONSIBILITIES:
Performance Management Enablement & Consulting
  • Lead the enterprise performance management cycle (design, timelines, governance, tools).
  • Partner with HRBPs to enable consistent application of performance practices across BUs, including goal setting, development planning, guided distribution, calibration, and performance consulting.
  • Embed manager expectations and accountability in performance processes, tools, and workflows.
  • Monitor effectiveness and continuously improve performance processes using feedback and insights.

Talent Processes
  • Integrate performance management with talent processes (e.g., talent reviews, succession planning).
  • Align performance and talent practices with the enterprise Job Framework, ensuring consistent application of roles, level definitions, and expectations in talent processes, in partnership with Compensation (job architecture and leveling) and HRBPs (business execution and adoption).
  • Partner with HR and business leaders to align talent decisions and workforce planning needs, ensuring alignment between performance outcomes and talent decisions across the enterprise.

Program Management
  • Own enterprise processes, tools, reporting, and governance to support consistent enterprise talent management and performance decisions.
  • Lead cross-functional initiatives related to performance and talent processes.
  • Ensure consistency, clarity, and usability of performance and talent frameworks Partner with HRBPs, business leaders, and managers to support understanding and adoption of performance and talent practices within business units.
  • Communicate key timelines, expectations, and updates across the organization.

May include other responsibilities as assigned
REQUIREMENTS:
  1. Bachelor's degree required in Human Resources, Organizational Development (OD), Business, Psychology, or related field; master's degree preferred.
  2. Minimum 7+ years of progressive experience in performance management, talent management, OD, or related HR disciplines required.
  3. Experience owning and operating enterprise-wide processes (e.g., performance management and/or talent management) in a complex, matrixed environment.
  4. Proven ability to translate strategy into operational plans, including building processes, tools, and governance to drive consistency.
  5. Strong program and project management skills, with experience leading cross-functional initiatives from design through implementation.
  6. Experience partnering with HR and senior leaders to align processes with business priorities and drive adoption.
  7. Ability to use data and insights to inform decisions, monitor effectiveness, and drive continuous improvement.
  8. Strong organizational, prioritization, and execution skills, with ability to manage multiple priorities and deliver results.
  9. Excellent communication, influence, and stakeholder management skills across all levels of the org.
  10. Experience working in a matrixed organization with multiple stakeholders and competing priorities.

The American Medical Association is located at 330 N. Wabash Avenue, Chicago, IL 60611 and is convenient to all public transportation in Chicago.
This role is an exempt position, and the salary range for this position is $104,872 - $138,737. This is the lowest to highest salary we believe we would pay for this role at the time of this posting. An employee's pay within the salary range will be determined by a variety of factors including but not limited to business consideration and geographical location, as well as candidate qualifications, such as skills, education, and experience. Employees are also eligible to participate in an incentive plan. To learn more about the American Medical Association's benefits offerings, please click here.
We are an equal opportunity employer, committed to diversity in our workforce. All qualified applicants will receive consideration for employment. As an EOE/AA employer, the American Medical Association will not discriminate in its employment practices due to an applicant's race, color, religion, sex, age, national origin, sexual orientation, gender identity and veteran or disability status.
THE AMA IS COMMITTED TO IMPROVING THE HEALTH OF THE NATION
American Medical Association logo

About American Medical Association

Sourced by ZipRecruiter

Founded in 1847, the American Medical Association (AMA) is the largest and only national association that convenes 190+ state and specialty medical societies and other critical stakeholders. Throughout history, the AMA has always followed its mission: to promote the art and science of medicine and the betterment of public health. As the physicians’ powerful ally in patient care, the AMA delivers on this mission by representing physicians with a unified voice in courts and legislative bodies across the nation, removing obstacles that interfere with patient care, leading the charge to prevent chronic disease and confront public health crises, and driving the future of medicine to tackle the biggest challenges in health care and training the leaders of tomorrow.

Industry

Health care and social assistance

Company size

1,001 - 5,000 Employees

Headquarters location

Chicago, IL, US

Year founded

1847

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