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Performance Management Jobs (NOW HIRING)

SNC-Lavalin

Performance Manager

Sandy, UT

Develop and maintain dashboards and reports for senior management * Ensure cyber integrity and ... Support performance reviews, workshops, and meetings with stakeholders * Provide insights and ...

Goosehead

Carrier Performance Manager

Westlake, OH

This role drives carrier performance through a combination of relationship management, negotiation, performance ownership, strategic growth and cross-functional execution. Each CPM serves as the ...

Easterseals

Performance Manager

Houlton, ME

$60K/yr

What You'll Do As Performance Manager with Fedcap Families, you will lead one of our Opportunity ... At least 3 years' experience in career services, case management, workforce development, or social ...

Metro One LPSG

Performance Manager

Rocky Hill, CT · On-site

This position will interface with Senior Management, Recruiter(s), Scheduling Staff. The Performance Manager will also ensure that qualified candidates are continuously sources and interviewed ...

Radiology Partners

RCM Performance Manager

$100K - $115K/yr

Provide leadership, coaching, and performance management to direct reports while fostering collaboration, accountability, and team engagement DESIRED PROFESSIONAL SKILLS AND EXPERIENCE: * Bachelor ...

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Performance Management information

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$40K

$99.5K

$153.5K

How much do performance management jobs pay per year?

As of May 30, 2026, the average yearly pay for performance management in the United States is $99,528.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,500.00 and $126,000.00 per year, depending on experience, location, and employer.

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.

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 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 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.

More about Performance Management jobs
What cities are hiring for Performance Management jobs? Cities with the most Performance Management 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 jobs? States with the most job openings for Performance Management jobs include:
What job categories do people searching Performance Management jobs look for? The top searched job categories for Performance Management jobs are:
Performance Management jobs near you
Infographic showing various Performance Management job openings in the United States as of May 2026, with employment types broken down into 1% As Needed, 76% Full Time, 20% Part Time, 1% Temporary, and 2% Contract. Highlights an 85% Physical, 3% Hybrid, and 12% Remote job distribution, with an average salary of $99,528 per year, or $47.9 per hour.

Talent and Performance Management Lead

Kiongroup

Atlanta, GA • On-site

$105K - $150K/yr

Other

Posted 15 days ago

Job description

The Talent & Performance Management Lead is responsible for crafting, implementing, and sustaining talent and performance strategies that accelerate Dematic's organizational capability. This role works closely with HR leaders and business collaborators across Dematic's global footprint. It drives initiatives to strengthen leadership pipelines, improve employee development, and align people practices with business strategy.
Key areas of ownership include succession planning, career frameworks, performance management, employee engagement, and enterprise-wide talent review processes. This position also collaborates closely with the KION Group People Development Center of Excellence. It ensures alignment, applies enterprise standards, and advances talent development across the broader organization.
This position will also partner closely with the KION Group People Development COE to ensure alignment, leverage standards, optimize system usage, and advance enterprise-wide initiatives that advance talent development across the organization.We offer:
  • Career Development
  • Competitive Compensation and Benefits
  • Pay Transparency
  • Global Opportunities

Learn More Here: https://www.dematic.com/en-us/about/careers/what-we-offer/

Dematic provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

The base pay range for this role is estimated to be $105K-$150K at the time of posting. Final compensation will be determined by various factors such as work location, education, experience, knowledge, and skills.

Tasks and Qualifications:

What You Will Do In This Role:

  • Talent Management Strategy: Develop and carry out coordinated talent management strategies that support business objectives, workforce planning, and long-term organizational growth.
  • Succession Planning: Lead and facilitate the succession planning process, ensuring strong leadership pipelines and robust bench strength across critical roles.
  • Career Frameworks: Build and maintain career architecture and development frameworks that enable growth and mobility across the organization.
  • Performance Management: Lead all aspects of performance management programs, ensuring consistency, fairness, and alignment with goals.
  • Talent Reviews: Drive the annual process and talent review cycles, providing insights and recommendations to senior leadership.
  • Global Collaboration: Partner directly with the KION Group People Development COE to align Dematic programs with Group standards and aid in enterprise-wide initiatives.
  • Collaborator Engagement: Collaborate with HR and business leaders and HR COEs to ensure adoption and impact of talent programs.
  • Employee Engagement: Collaborate with leaders in KION Group People Development to assist with the annual employee engagement survey within the Dematic business unit.
  • Continuous Improvement: Monitor program effectiveness, leverage analytics, and recommend enhancements that elevate employee experience and organizational capability.
What We Are Looking For:
  • Extensive experience in talent management, organizational efficiency/development, and performance management in a global or complex matrixed environment.
  • Demonstrated ability to build and deploy large-scale talent programs with measurable business impact
  • Strong facilitation, influencing, and collaborating skills, including experience partnering with senior and executive leadership.
  • Preferred education: Organizational Development & Building, HR Management, or equivalent combination of education and experience.
  • Preferred certifications: Organizational Design or related professional credentials.
  • Ability to travel globally (10-15%).

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