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Performance Management Coordinator Jobs (NOW HIRING)

AECOM

Performance Management Lead

Sacramento, CA

AECOM is seeking a Performance Management Lead for one of our offices in Sacramento, CA . JOB ... Have significant experience with the liaison, coordination, and negotiation with departmental and ...

Cordoba Corporation

Performance Management Lead

Fresno, CA · On-site

$130K - $190K/yr

We are seeking a Performance Management Lead to join our Transportation Sector. Under the general ... Responsible for integration of the baseline across functions and branches via coordination with PMO ...

Cordoba Corporation

Performance Management Lead

Fresno, CA · On-site +1

$130K - $190K/yr

We are seeking a Performance Management Lead to join our Transportation Sector. Under the general ... Responsible for integration of the baseline across functions and branches via coordination with PMO ...

AECOM

Performance Management Lead

Sacramento, CA · On-site

$130K - $241K/yr

AECOM is seeking a Performance Management Lead for one of our offices in Sacramento, CA . JOB ... Have significant experience with the liaison, coordination, and negotiation with departmental and ...

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$42.5K

$70.7K

$105.5K

How much do performance management coordinator jobs pay per year?

As of Jul 11, 2026, the average yearly pay for performance management coordinator in the United States is $70,652.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,500.00 and $82,500.00 per year, depending on experience, location, and employer.

What are the 5 C's of performance management?

The 5 C's of performance management are Clarity, Communication, Coaching, Consistency, and Consequences. These principles help Performance Management Coordinators ensure employees understand expectations, receive ongoing feedback, and are held accountable to improve performance effectively.

What does a performance coordinator do?

A performance management coordinator oversees employee performance evaluation processes, develops performance metrics, and implements strategies to improve productivity. They often use tools like performance management software and collaborate with HR and management to ensure goals are met and performance standards are maintained.

What are Performance Management Coordinators?

Performance Management Coordinators are professionals responsible for overseeing and improving employee performance within an organization. They typically manage performance appraisal processes, facilitate feedback between managers and staff, and help implement strategies to align individual objectives with organizational goals. Their work ensures that employees are evaluated fairly and that their development is supported through ongoing feedback, training, and goal-setting. Performance Management Coordinators often collaborate with HR teams to analyze performance data and make recommendations for improvement.

How does a Performance Management Coordinator typically collaborate with department managers to support employee development?

A Performance Management Coordinator works closely with department managers to ensure that performance appraisal processes are consistent and effective across the organization. This often involves facilitating regular check-ins, providing training on feedback best practices, and helping managers set clear, measurable objectives for their teams. Coordinators also assist in interpreting evaluation data and identifying development opportunities, enabling managers to support their employees’ growth. Effective collaboration helps create a culture of continuous improvement and accountability.

What is the role of a performance management coordinator?

A performance management coordinator oversees employee performance evaluation processes, implements performance improvement strategies, and ensures alignment with organizational goals. They often use HR software, analyze performance data, and facilitate feedback sessions to support employee development.

What jobs in the US pay 300,000 a year?

Performance Management Coordinators typically do not earn $300,000 annually; such high salaries are usually associated with executive roles like Chief Executive Officers, Chief Operating Officers, or specialized professionals such as surgeons, anesthesiologists, or senior investment bankers. These roles often require extensive experience, advanced degrees, and specialized skills. Salary levels vary based on industry, location, and company size, but reaching $300,000 generally involves senior leadership or highly specialized positions rather than entry- or mid-level roles.

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

To thrive as a Performance Management Coordinator, you need a strong understanding of human resources principles, data analysis, and employee performance evaluation, typically supported by a bachelor’s degree in HR, business, or a related field. Familiarity with HRIS systems, performance management software, and data reporting tools is commonly required. Exceptional communication, organizational, and problem-solving skills help you facilitate feedback, align goals, and support employee development. These skills are vital for ensuring effective performance processes that drive organizational growth and employee engagement.

What is the difference between Performance Management Coordinator vs HR Specialist?

AspectPerformance Management CoordinatorHR Specialist
Required CredentialsBachelor's degree in HR, Business, or related field; certifications like SHRM-CP often preferredBachelor's degree in HR, Business, or related; certifications like SHRM-CP common
Work EnvironmentCorporate offices, HR departments, or consulting firmsCorporate HR teams, recruitment agencies, or consulting firms
Employer & Industry UsageUsed across various industries to focus on performance processesUsed in HR departments to handle broader HR functions including recruitment and compliance

The Performance Management Coordinator primarily focuses on developing, implementing, and monitoring employee performance programs. In contrast, the HR Specialist handles a wider range of HR functions, including recruitment, employee relations, and compliance. While both roles require similar credentials and work in HR environments, the Coordinator specializes in performance processes, making it a more targeted role within HR teams.

What cities are hiring for Performance Management Coordinator jobs? Cities with the most Performance Management Coordinator job openings:
What are the most commonly searched types of Performance Management jobs? The most popular types of Performance Management jobs are:
What states have the most Performance Management Coordinator jobs? States with the most job openings for Performance Management Coordinator jobs include:
Performance Management Coordinator jobs near you
Lead, Performance Management Programs

Lead, Performance Management Programs

onsemi

Scottsdale, AZ • On-site

Full-time

Re-posted 5 days ago

Onsemi rating

8.3

Company rating: 8.3 out of 10

Based on 19 frontline employees who took The Breakroom Quiz

Job description


The Program Manager, Performance Management plays a key role in supporting the execution, governance, and continuous improvement of onsemi's performance management and talent processes. This position is responsible for coordinating performance cycles, supporting calibration activities, analyzing talent and performance data, and delivering insights that enable consistent, data-driven talent decisions.
The role partners closely with HR Business Partners, Total Rewards, Talent Management, HRIS, and business leaders to ensure performance practices are aligned with business objectives, reinforce a pay-for-performance culture, and drive organizational effectiveness globally.
Responsibilities
Performance Management Execution
  • Support the planning, coordination, and execution of annual and mid-year performance review cycles.
  • Track completion, monitor milestones, and ensure adherence to timelines and process requirements across functions and regions.
  • Maintain and update process documentation, communications, training materials, and manager guidance tools.
  • Provide support to managers, HR, and employees on performance processes, rating submissions, and related inquiries.
  • Integrate AI capabilities into existing processes and tools.

Calibration & Talent Review Support
  • Prepare data sets, reports, and materials to support calibration sessions and talent review discussions.
  • Partner with HR and business leaders to ensure alignment and consistency in performance ratings across organizations.
  • Identify rating distribution trends, variances, and outliers to support informed decision-making.
  • Document calibration outcomes and support governance and audit readiness of performance decisions.

Reporting & Talent Insights
  • Develop and deliver recurring and ad hoc reporting on performance ratings, completion rates, and talent trends.
  • Analyze performance and talent data to identify insights that inform workforce planning, succession, promotions, and development strategies.
  • Partner with HRIS and People Analytics teams to enhance dashboards, reporting capabilities, and data accuracy.
  • Prepare executive-ready summaries and presentations for HR leadership and key stakeholders.

Governance & Continuous Improvement
  • Monitor compliance with performance management policies, processes, and timelines.
  • Identify opportunities to streamline processes, enhance the employee and manager experience, and improve data quality.
  • Support enhancements to performance frameworks, calibration approaches, and system workflows.
  • Ensure confidentiality and appropriate handling of sensitive employee performance and talent data.

Cross-Functional Collaboration
  • Partner with HR Business Partners, Total Rewards, Talent Management, HR Operations, and HRIS to ensure alignment of performance processes with broader talent practices.
  • Support integration of performance outcomes into compensation, succession planning, and talent development programs.
  • Contribute to HR projects and initiatives related to performance, workforce effectiveness, and organizational capability.

Qualifications
Required
  • Bachelor's degree in Human Resources, Business, Analytics, Organizational Development, or related field.
  • 3+ years of experience in HR, Talent Management, People Analytics, HR Operations, or related function.
  • Experience supporting performance management, calibration, or talent review processes.
  • Strong analytical skills with the ability to interpret data and translate findings into actionable insights.
  • Advanced proficiency in Excel and experience with HR systems or reporting tools.
  • Strong attention to detail, organization, and ability to manage multiple priorities in a fast-paced environment.
  • Excellent written and verbal communication skills.
  • Ability to handle confidential information with discretion.
  • Team player - ability to collaborate up, down and across with ease.
  • Knowledge in AI and potential application across workstream.

Preferred
  • Experience supporting global or multi-region organizations.
  • Familiarity with HR systems such as Oracle, Workday and Microsoft tools such as Co-pilot and SharePoint.
  • Understanding of pay-for-performance principles and the linkage between performance and rewards.
  • Experience developing dashboards, reports, and executive-level presentations.
  • Exposure to calibration methodologies, talent segmentation, and succession planning practices.

About Us
onsemi (Nasdaq: ON) is driving disruptive innovations to help build a better future. With a focus on automotive and industrial end-markets, the company is accelerating change in megatrends such as vehicle electrification and safety, sustainable energy grids, industrial automation, and 5G and cloud infrastructure. With a highly differentiated and innovative product portfolio, onsemi creates intelligent power and sensing technologies that solve the world's most complex challenges and leads the way in creating a safer, cleaner, and smarter world.
More details about our company benefits can be found here:
https://www.onsemi.com/careers/career-benefits
About the Team
We are committed to sourcing, attracting, and hiring high-performance innovators, while providing all candidates a positive recruitment experience that builds our brand as a great place to work.
onsemi is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, ancestry, national origin, age, marital status, pregnancy, sex, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, gender identity, gender expression, or any other protected category under applicable federal, state, or local laws.
If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact Talent.acquisition@onsemi.com for assistance.

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