ZipRecruiter

Log In

1

Performance Manager Jobs in Michigan (NOW HIRING)

TekShapers

SoC Performance Architect

Auburn Hills, MI

$158K/yr

... of concept Manages Neural Network benchmark criteria and competitive analysis Work with SoC Architect and software teams to optimize hardware for system workloads within performance, power ...

Tech Tammina LLC

Performance Test Engineer

Okemos, MI · On-site

... Experience managing and optimizing performance in Kubernetes environments, autoscaling, and tuning applications for efficient use of cluster resources. · Knowledge on versioning and CI/CD ...

next page

Showing results 1-20

All JobsPerformance Manager JobsPerformance Manager Jobs in Michigan

Performance Manager information

See Michigan salary details

$34.9K

$86.7K

$133.8K

How much do performance manager jobs pay per year?

As of Jun 13, 2026, the average yearly pay for performance manager in Michigan is $86,748.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,100.00 and $109,800.00 per year, depending on experience, location, and employer.

What jobs pay 10,000 a month without a degree?

Performance Managers typically require relevant experience and skills in performance analysis, data management, and leadership; they do not usually earn $10,000 monthly without significant experience or specialized training. High-paying roles in sales, real estate, or entrepreneurship can also reach this income level without a degree, but they often depend on performance, network, and market conditions. Most jobs paying $10,000 a month without a degree involve skilled trades, sales, or self-employment rather than traditional managerial roles.

What jobs pay $2000 a day?

Performance Managers typically do not earn $2000 a day; such high daily rates are more common in specialized consulting, executive roles, or freelance positions in fields like finance, law, or technology. These roles often require extensive experience, certifications, and a high level of expertise. Most high-paying jobs at this level involve project-based work or consulting contracts rather than standard employment.

What are Performance Managers?

Performance Managers are professionals responsible for overseeing and improving the productivity and effectiveness of employees or systems within an organization. They set performance metrics, monitor progress, and provide feedback to ensure goals are met efficiently. Performance Managers often work closely with team leaders and HR to implement training and development programs. Their role is crucial in aligning individual and team performance with the company's objectives.

How does a Performance Manager typically collaborate with other departments to drive organizational success?

Performance Managers work closely with leaders and teams across departments—such as HR, operations, and finance—to align performance metrics with organizational goals. They often facilitate regular meetings to review progress, provide feedback, and identify areas for improvement. This role requires strong communication skills and the ability to translate data insights into actionable strategies that support both team development and business objectives. Effective collaboration ensures that performance initiatives are integrated and sustained throughout the organization.

What is the difference between Performance Manager vs Performance Analyst?

AspectPerformance ManagerPerformance Analyst
Required CredentialsBachelor's degree in Business, HR, or related field; often certifications in performance managementBachelor's degree in Business, Data Analysis, or related; certifications in data analysis or performance metrics
Work EnvironmentOversees teams, collaborates with management, develops performance strategiesAnalyzes data, prepares reports, supports performance improvement initiatives
Employer & Industry UsageCommon in HR, corporate, and organizational settingsUsed in similar environments, often within HR, operations, or consulting firms

The Performance Manager focuses on developing and implementing performance strategies across teams, while the Performance Analyst primarily analyzes data to support performance improvements. Both roles require similar educational backgrounds and are integral to organizational success, but they differ in scope and daily responsibilities.

What is the role of a performance manager?

A performance manager is responsible for monitoring and improving employee and team performance within an organization. They analyze performance data, set goals, develop strategies, and implement processes to enhance productivity and efficiency, often using tools like performance management software. Strong communication, analytical skills, and knowledge of organizational objectives are essential for this role.

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

To thrive as a Performance Manager, you need a strong background in analytics, goal-setting frameworks, and organizational development, often supported by a degree in business or human resources. Familiarity with performance management systems, HR analytics tools, and project management software is typically required. Excellent communication, leadership, and problem-solving abilities set standout candidates apart in this role. These skills and qualities are crucial for driving employee productivity, aligning team objectives with organizational goals, and fostering a culture of continuous improvement.

What Is a Performance Manager?

A performance manager seeks to create a system in which employees can perform at their best by creating clear goals and expectations. Rather than a traditional corporate system of employee appraisal and evaluation, performance managers try to communicate end goals and align each employee’s work with these aims. In this role, you may seek the development of benchmarks so that the company’s departments or groups can measure their progress concretely. This is an ongoing effort. Benchmarks and goals must change, so you must continually find new ways to measure progress and to inspire effort.

What jobs pay 500,000 a year in the US?

Performance Managers typically do not earn $500,000 annually, but executive-level roles such as Chief Performance Officers, Chief Operating Officers, or senior executives in large corporations can reach or exceed this salary level. These positions often require extensive experience, advanced degrees, and leadership skills, and compensation may include bonuses and stock options.
More about Performance Manager jobs
What are the most commonly searched types of Performance jobs in Michigan? The most popular types of Performance jobs in Michigan are:
What are popular job titles related to Performance Manager jobs in Michigan? For Performance Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Performance Manager jobs in Michigan look for? The top searched job categories for Performance Manager jobs in Michigan are:
What cities in Michigan are hiring for Performance Manager jobs? Cities in Michigan with the most Performance Manager job openings:
What are popular job titles related to Performance Manager jobs in MI? For Performance Manager jobs in MI, the most frequently searched job titles are:
Performance Manager jobs near you

Talent and Performance Management Lead

Kiongroup

Grand Rapids, MI

$105K - $150K/yr

Other

Posted 29 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%).

    #LI-RB1

    Apply