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Performance Management Jobs in Raleigh, NC (NOW HIRING)

Deloitte

Anaplan Senior Manager

Raleigh, NC

This role requires strong execution, stakeholder management, and experience helping organizations improve planning and performance management processes through technology-enabled transformation. The ...

Walgreens

Emerging Store Manager

Raleigh, NC · On-site

Full Store Operation Business Performance Management * Independently analyzes financial and performance data; creates action plans to support achievement of business deliverables. * Uses operating ...

Walgreens

Emerging Store Manager

Raleigh, NC · On-site

Full Store Operation Business Performance Management * Independently analyzes financial and performance data; creates action plans to support achievement of business deliverables. * Uses operating ...

Walgreens

Emerging Store Manager

Chapel Hill, NC · On-site

People & Performance Management * Primarily responsible for leading and training team members; provides training, mentoring, coaching, and support to enable team members' career development.

Walgreens

Emerging Store Manager

Chapel Hill, NC · On-site

People & Performance Management * Primarily responsible for leading and training team members; provides training, mentoring, coaching, and support to enable team members' career development.

Walgreens

Emerging Store Manager

Durham, NC · On-site

Full Store Operation Business Performance Management * Independently analyzes financial and performance data; creates action plans to support achievement of business deliverables. * Uses operating ...

Walgreens

Emerging Store Manager

Garner, NC

Full Store Operation Business Performance Management * Independently analyzes financial and performance data; creates action plans to support achievement of business deliverables. * Uses operating ...

Walgreens

Emerging Store Manager

Chapel Hill, NC · On-site

People & Performance Management * Primarily responsible for leading and training team members; provides training, mentoring, coaching, and support to enable team members' career development.

Walgreens

Emerging Store Manager

Cary, NC · On-site

People & Performance Management * Primarily responsible for leading and training team members; provides training, mentoring, coaching, and support to enable team members' career development.

IONNA LLC

Senior Manager HR

Raleigh, NC

$120/hr

Performance Management and Employee Experience : * Develop performance and salary review processes and structure. Oversee and administer year-end performance management process. * Investigate ...

Walgreens

Emerging Store Manager

Garner, NC · On-site

Full Store Operation Business Performance Management * Independently analyzes financial and performance data; creates action plans to support achievement of business deliverables. * Uses operating ...

Walgreens

Emerging Store Manager

Raleigh, NC · On-site

People & Performance Management * Primarily responsible for leading and training team members; provides training, mentoring, coaching, and support to enable team members' career development.

Walgreens

Emerging Store Manager

Chapel Hill, NC · On-site

People & Performance Management * Primarily responsible for leading and training team members; provides training, mentoring, coaching, and support to enable team members' career development.

Walgreens

Emerging Store Manager

Durham, NC · On-site

Full Store Operation Business Performance Management * Independently analyzes financial and performance data; creates action plans to support achievement of business deliverables. * Uses operating ...

IONNA LLC

Senior Manager HR

Raleigh, NC · On-site

$120/hr

Performance Management and Employee Experience : * Develop performance and salary review processes and structure. Oversee and administer year-end performance management process. * Investigate ...

IONNA LLC

Senior Manager HR

Raleigh, NC · On-site

$120/hr

Performance Management and Employee Experience : * Develop performance and salary review processes and structure. Oversee and administer year-end performance management process. * Investigate ...

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Showing results 1-20

All JobsPerformance Management JobsPerformance Management Jobs in Raleigh, NC

Performance Management information

See Raleigh, NC salary details

$38.9K

$96.7K

$149.2K

How much do performance management jobs pay per year?

As of Jun 25, 2026, the average yearly pay for performance management in Raleigh, NC is $96,749.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,700.00 and $122,500.00 per year, depending on experience, location, and employer.

What is performance management?

Performance management is a continuous process used by organizations to monitor, assess, and improve employee performance in alignment with the company's goals. It typically involves setting clear expectations, providing regular feedback, conducting evaluations, and supporting employee development. Effective performance management helps drive productivity, improve employee engagement, and foster professional growth while ensuring organizational objectives are met.

What is a performance management job?

A performance management job involves overseeing and improving employee performance within an organization. It includes setting performance goals, conducting evaluations, providing feedback, and implementing strategies to enhance productivity. Strong communication skills and knowledge of performance appraisal tools are often required.

What is the difference between Performance Management vs Performance Analyst?

AspectPerformance ManagementPerformance Analyst
Primary FocusOverseeing and improving employee performance and organizational goalsAnalyzing performance data to identify trends and insights
ResponsibilitiesSetting performance standards, conducting appraisals, developing improvement strategiesCollecting data, creating reports, providing performance insights
Required SkillsHR knowledge, communication, strategic planningData analysis, reporting, attention to detail
Work EnvironmentHR departments, organizational development teamsData teams, HR analytics units

Performance Management focuses on managing and enhancing employee performance through strategies and evaluations, while Performance Analysts analyze data to support performance decisions. Both roles are essential in optimizing organizational effectiveness but differ in scope and daily tasks.

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

To thrive in Performance Management, you need strong analytical abilities, knowledge of HR practices, and typically a degree in human resources or business administration. Familiarity with performance appraisal software, HRIS systems, and data analysis tools is essential. Excellent communication, coaching skills, and the ability to deliver constructive feedback help professionals excel in this role. These skills ensure the effective evaluation and development of employees, driving organizational success and continuous improvement.

What do you do in performance management?

Performance management involves setting clear performance expectations, monitoring employee progress, providing feedback, and conducting evaluations to improve individual and organizational effectiveness. It often includes goal setting, performance reviews, and development planning, utilizing tools like performance management software. The role requires strong communication skills and knowledge of HR policies.

What jobs pay 2000 a day?

High-paying jobs in performance management or related fields typically do not pay $2,000 per day unless they involve executive-level roles, consulting, or specialized expertise. Examples include senior management consultants, executive coaches, or high-level corporate executives, often requiring extensive experience, certifications, and a strong professional network.

How does a Performance Management professional typically collaborate with other departments within an organization?

Performance Management professionals frequently work cross-functionally, partnering with HR, department heads, and team leaders to align performance metrics with organizational goals. They facilitate regular feedback sessions, coordinate performance review cycles, and help implement development plans tailored to each department's needs. Building strong relationships and maintaining open communication are essential, as these professionals must balance organizational standards with the unique challenges faced by different teams. This collaborative approach ensures that performance initiatives are practical, fair, and drive overall business success.

What is the highest paying job in management?

In management, executive roles such as Chief Executive Officer (CEO), Chief Operating Officer (COO), and Chief Financial Officer (CFO) tend to be the highest paying, often earning six- or seven-figure salaries. These positions require extensive experience, leadership skills, and often advanced degrees or certifications, and they oversee large organizations or divisions.
What are popular job titles related to Performance Management jobs in Raleigh, NC? For Performance Management jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Performance Management jobs in Raleigh, NC look for? The top searched job categories for Performance Management jobs in Raleigh, NC are:
Performance Management jobs near you
Infographic showing various Performance Management job openings in Raleigh, NC as of June 2026, with employment types broken down into 81% Full Time, 17% Part Time, 1% Temporary, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $96,749 per year, or $46.5 per hour.

Human Resources Assistant Director -- Talent Management

City of Durham, NC

Durham, NC • On-site

$113K - $181K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 21 days ago

Job description

Salary : $113,401.00 - $181,433.00 Annually
Location : 101 City Hall Plaza, Durham, NC
Job Type: Full time with benefits
Job Number: 26-05965
Department: Human Resources
Opening Date: 06/04/2026
Closing Date: 7/2/2026 11:59 PM Eastern
Position Description
Hiring Range: $142,000 - $172,000
Work Days/Hours: 8:00am - 5:00pm
***A RESUME IS REQUIRED TO BE ATTACHED TO THE JOB APPLICATION***
The City of Durham's is an accomplished, diverse, energetic team embracing and inspiring the joy of public service. We aggressively challenge assumptions of what is possible, moving towards a future that is more just, productive and rewarding for all employees. Join us if you're ready to share your talents, learn new skills and build relationships in service to the City of Durham!
The Human Resources Department serves approximately 2,800 employees across 26 departments. The department is in a period of significant transformation, including the implementation and stabilization of a new enterprise HCM platform, a restructured service delivery model, and a renewed focus on operational excellence.
POSITION SUMMARY
The Assistant Department Director of Talent Management is a senior leadership role reporting to the Chief Human Resources Officer. The incumbent oversees multiple divisions within the HR department and serves as a second-level supervisor, providing strategic direction and management oversight to Human Resources Managers and their divisions.
This position is responsible for the programs and functions that attract, develop, support, and retain the City's workforce. The incumbent oversees recruitment, onboarding, learning and professional development, performance management, and employee relations.
The ideal candidate is a strategic, people-centered leader who can build sustainable talent programs, strengthen the City's employer brand, and create infrastructure for employee development and accountability. This role requires someone who understands the productive tension between competing HR functions, such as the urgency of talent acquisition and the discipline of equitable process and can lead across those boundaries.
Duties/Responsibilities
This position provides strategic and operational leadership over multiple HR functional areas. The specific portfolio may include, but is not limited to, the following:
Talent Acquisition
  • Leads the development and execution of recruitment, selection, and retention strategies aligned with the City's workforce needs.
  • Ensures promotional and hiring processes are equitable, efficient, and legally compliant.
  • Builds partnerships with departments to understand staffing needs and develop proactive recruitment pipelines.
  • Monitors trends in public-sector recruiting and adapts strategies to remain competitive.
  • Oversees vendor relationships for recruiting platforms and contingency recruiting services, ensuring performance and cost-effectiveness.

Learning and Organizational Development
  • Oversees the City's learning and professional development programs, including supervisory training, leadership development, and organizational effectiveness initiatives.
  • Identifies skill gaps and develops targeted training strategies in partnership with department leaders.
  • Manages onboarding programs to ensure new employees receive a consistent, high-quality introduction to the City's culture, expectations, and systems.

Performance Management
  • Leads the City's performance management program, including annual evaluations, continuous feedback processes, and the EPEP framework.
  • Provides guidance on probationary extensions, performance improvement plans, and related corrective actions.
  • Identifies strategies to strengthen performance management as a tool for both development and accountability.

Employee Relations
  • Provides oversight and strategic direction for the employee relations function, ensuring timely, thorough, and legally sound responses to complaints, investigations, and workplace concerns.
  • Establishes clear intake, tracking, and resolution processes for ER matters.
  • Ensures responsiveness to complainants as both a service priority and a risk management imperative.
  • Partners with the City Attorney's Office and HR leadership on high-visibility or legally sensitive matters.
  • Oversees vendor relationships for ER-related services, including case management systems and mediation resources.

Workforce Planning and Employee Engagement
  • Partners with department leaders and HR peers to support workforce planning, succession planning, and talent pipeline development.
  • Develops and oversees employee engagement strategies, including exit interviews, stay interviews, and engagement survey design and analysis.
  • Uses engagement and retention data to identify trends and recommend interventions.

Leadership and Team Development
  • Directly supervises managers and staff within assigned functional areas; serves as a second-level supervisor overseeing multiple divisions.
  • Prioritizes the growth and development of direct reports and their teams, conducting regular 1:1 meetings and managing performance through the City's EPEP framework.
  • Invests in building team capacity, initiative, and professional skills - team growth is a core leadership expectation
  • Operates in alignment with the department's operational excellence framework, ensuring all work within assigned divisions reflects a commitment to customer service, communication, compliance, and continuous improvement.
  • Collaborates with peer leaders in the HR department to ensure alignment of talent programs with department strategy and organizational needs.
  • Serves as HR Director in the Director's absence when designated.
  • Represents the HR department at meetings, proceedings, and presentations, including City Council when designated.
  • Manages assigned projects, vendor relationships, and budget responsibilities within the division.

KNOWLEDGE, SKILLS, AND ABILITIES
  • Broad knowledge of HR functions across the employee lifecycle, including recruitment, development, performance, employee relations, and engagement.
  • Demonstrated ability to build programs and processes from the ground up.
  • Skill in managing sensitive employee matters with urgency, discretion, and sound judgment.
  • Understanding of applicable employment laws, civil rights statutes, and public-sector regulatory requirements.
  • Excellent communication skills, both written and verbal, with the ability to present to executive leadership and elected officials.
  • Strong interpersonal and relationship-building skills across all levels of the organization.
  • Ability to manage competing priorities and lead multiple functional teams simultaneously.
  • Demonstrated commitment to developing staff and building high-performing teams.

Minimum Qualifications & Experience
  • Bachelor's degree in human resources, public administration, organizational development, business administration, or a directly related field.
  • Nine (9) years of progressively responsible professional experience in human resources, with demonstrated experience in at least two (2) of the following areas: talent acquisition, learning and organizational development, performance management, or employee relations.
  • Five (5) years of supervisory or management experience.

Additional Preferred Skills
  • Master's degree in a related field.
  • Demonstrated experience in at least two of the following areas: talent acquisition, learning and organizational development, performance management, or employee relations.
  • Experience managing or overseeing workplace investigations and employee relations matters.
  • Experience developing workforce planning, succession planning, or employee engagement strategies.
  • Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or IPMA-CP/SCP).
  • Experience in municipal or public-sector human resources.

Benefits - General Full-Time Employees
  • 12-13 paid holidays per year
  • 13 standard work days of vacation per year
  • 13 standard work days of sick leave per year, which accumulates indefinitely; sick leave may be used toward early retirement
  • 2 weeks paid military leave per year
  • Medical, dental, vision, and supplemental life insurance plans
  • State and City retirement plans
  • Short and long term disability plans
  • Paid temporary disability leave for specified conditions
  • City contribution of 13.6% into the N.C. State Retirement System
  • Paid funeral leave
  • Employee Assistance Program - personal and family counseling
  • Paid life insurance equal to annual salary
  • 48 hours for volunteer work each year*
  • 4 hours parental leave each year
  • Workman's Compensation Insurance
  • 457 Deferred Compensation Plans
Benefits - Part-Time (1,000 hours or more per year)
  • 401(k) retirement plan (5.0% of salary)
  • State retirement plan
Benefits Part-Time (Average 30 hours per week over 12 month period)
  • 401(k) retirement plan (5.0% of salary)
  • State retirement plan effective first day of the month following date of hire
  • Health insurance effective first day of the month following date of hire
  • Dental and life insurance, after one year of service
  • Pro-rated vacation, pro-rated sick, pro-rated floating holiday, parttime holiday pay (based on scheduled hours for that day) after one year of service

01
Where did you first hear about this opportunity?
  • City of Durham Website
  • Walk in
  • Job fair
  • Employee referral
  • Professional organization ***Please list the organization in "other" box below***
  • Internet posting ***Please list the specific web site in the "other" box below***
  • Craig's List
  • Facebook
  • LinkedIn
  • GlassDoor
  • governmentjobs.com
  • Monster.com
  • Indeed.com
  • Employment Security Commission
  • Magazine/Newspaper
  • Other

02
If you listed "other" above please give specific web site, organization, or publication.
03
Please select your highest level of COMPLETED education.
  • Less than a High School Diploma or Equivalent (GED, HiSET, TASC)
  • High School Diploma or Equivalent (GED, HiSET, TASC)
  • Associates Degree
  • Bachelor's Degree
  • Master's Degree
  • Doctoral Degree (PhD, Juris Doctorate)

04
How many years of progressively responsible professional human resources experience do you have?
  • No related experience
  • Less than 1 year of related experience
  • 1 year but less than 5 years of related experience
  • 5 years but less than 9 years of related experience
  • 9 or more years of related experience

05
How many years of supervisory/management experience do you have?
  • No supervisory experience
  • Some supervisory experience but less than 1 year
  • 1 year experience but less than 2 years
  • 2 years experience but less than 5 years
  • 5 or more years supervisory experience

06
Which of the following HR functional areas do you have demonstrated professional experience in? Select all that apply.
  • Talent Acquisition
  • Learning and Organizational Development
  • Performance Management
  • Employee Relations

Required Question

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