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Performance Management Jobs (NOW HIRING)

AT&T

Principal, Performance Enablement

Dallas, TX

$130K - $196K/yr

Manage operating rhythm, timelines, and governance * Track progress, mitigate risks, and drive accountability across HRBPs and leaders * Improve execution while reducing administrative burden 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 ...

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$40K

$99.5K

$153.5K

How much do performance management jobs pay per year?

As of Jun 24, 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 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.
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 June 2026, with employment types broken down into 83% Full Time, 15% Part Time, 1% Temporary, and 1% Contract. Highlights an 85% Physical, 2% Hybrid, and 13% 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 10 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 $105,000-$150,000 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 (Enterprise Architecture & Readiness)

    • Define and lead enterprise talent management strategies supporting workforce planning, critical role coverage, and long-term growth.
    • Enable succession mgmt. and leadership pipeline health through focus on succession readiness measures and actions.
    • Support and maintain career architecture, job frameworks, and capability models that enable mobility, progression, and skill development.

    Learning (Capability Enablement & Development)

    • Translate enterprise talent and capability priorities into scalable, fit-for-purpose development solutions in partnership with Learning and People Development COEs.
    • Utilize data from talent processes to influence learning strategy, pathways, and blended program design (experience-based, ILT, VILT, digital) to address leadership and capability gaps.
    • Ensure development solutions are aligned to business needs, global standards, and measurable outcomes.

    Performance (Integration & Governance)

    • Lead enterprise performance management processes, in partnership with talent management COE, ensuring alignment across goal setting, feedback, calibration, and development planning.
    • Drive annual talent reviews, synthesizing performance, potential, and capability data into actionable insights for senior leadership.
    • Partner with HR and business leaders to embed performance and development as an integrated system.

    Engagement (Organizational Health & Impact)

    • Partner with KION Group People Development and Dematic leaders to support the employee engagement survey and action planning.
    • Use engagement, talent, and performance insights to inform targeted interventions and organizational improvement initiatives.
    • Promote consistent adoption of talent and development practices through strong stakeholder engagement and change leadership.

    COE Collaboration & Continuous Improvement

    • Act as a key connector between HR Business Partners, business leaders, and global COEs to ensure enterprise alignment and local impact.
    • Leverage analytics and qualitative insights to assess effectiveness, drive continuous improvement, and elevate employee experience.
    What We Are Looking For:
    • Professional experience in talent management, organizational efficiency/development, and performance management in a global, matrixed environment.
    • Proven success enabling talent and development frameworks with measurable business impact.
    • Strong consulting, facilitation, and influencing skills.
    • Ability to translate business strategy into enterprise talent, learning, and performance solutions.
    • Preferred education: Organizational Development, Human Resources, Adult Learning, or equivalent experience.
    • Preferred certifications: Organizational Design, Talent Management, Learning & Development, or related credentials.
    • Willingness to travel globally (10-15%).

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