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Performance Manager Jobs in Oregon (NOW HIRING)

Honor

OR

Performance Management & Case Ownership * Own end-to-end performance management for a range of performance issues including complex and escalated CP cases within a defined performance management ...

UHS

Performance Improvement Director

Portland, OR · On-site

Additionally, the Performance Improvement Director has broad responsibility to support the hospital's risk management program, which aims to protect the hospital's assets from loss. The Performance ...

Better Car People LLC

Dealer Performance Coach

OR · On-site

$110K - $130K/yr

Work with all levels of dealership staff - executives, sales managers, service teams, and BDCs - to align on performance goals and implementation. Sales & Digital Process Optimization * Help ...

6sense

OR · On-site

Budget Ownership & Performance Optimization * Manage a significant paid media budget with full accountability for pacing, allocation, ROI, and performance. * Make real-time investment decisions based ...

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All JobsPerformance JobsPerformance Manager JobsPerformance Manager Jobs in Oregon

Performance Manager information

See Oregon salary details

$42.3K

$105.2K

$162.3K

How much do performance manager jobs pay per year?

As of Jul 14, 2026, the average yearly pay for performance manager in Oregon is $105,229.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,300.00 and $133,200.00 per year, depending on experience, location, and employer.

What jobs make $3,000 a day?

Performance Managers typically do not earn $3,000 a day; such high daily earnings are more common in executive roles like CEOs, highly successful entrepreneurs, or specialized consultants in finance, law, or technology. These positions often require extensive experience, advanced skills, and sometimes ownership stakes or performance-based bonuses. Most standard managerial roles do not reach this level of daily income.

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 jobs in the US pay 300,000 a year?

Performance Managers in large organizations or senior-level roles in finance, technology, or consulting can earn $300,000 or more annually, especially with bonuses and profit sharing. High-level executive positions such as Chief Performance Officer or Director of Performance often have compensation in this range, typically requiring extensive experience, advanced skills, and relevant certifications. Salary levels vary based on industry, company size, and geographic location.

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.

Why is Gen Z struggling to get jobs?

Performance Managers and other employers often find that Gen Z candidates may lack work experience, soft skills, or familiarity with workplace expectations, which can hinder their job prospects. Additionally, competition from more experienced applicants and the emphasis on digital literacy and adaptability influence hiring decisions for this age group.
More about Performance Manager jobs
What are the most commonly searched types of Performance jobs in Oregon? The most popular types of Performance jobs in Oregon are:
What are popular job titles related to Performance Manager jobs in Oregon? For Performance Manager jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Performance Manager jobs in Oregon look for? The top searched job categories for Performance Manager jobs in Oregon are:
What cities in Oregon are hiring for Performance Manager jobs? Cities in Oregon with the most Performance Manager job openings:
What are popular job titles related to Performance Manager jobs in OR? For Performance Manager jobs in OR, the most frequently searched job titles are:
Performance Manager jobs near you
Infographic showing various Performance Manager job openings in Oregon as of July 2026, with employment types broken down into 84% Full Time, 13% Part Time, 1% Temporary, 1% Contract, and 1% Nights. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $105,229 per year, or $50.6 per hour.
Care Pro Performance Partner

Care Pro Performance Partner

Honor

OR

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 17 days ago

Job description

Honor Technology's mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor's growing portfolio includes its consumer care brand, Home Instead, Inc., the world's leading provider of in-home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals.

About the Role:

The Care Pro Performance Partner Partner is an individual contributor role that serves as the primary owner of Care Pro performance management across the organization. Partnering cross-functionally to ensure consistent, fair, and compliant performance outcomes. This role applies independent judgment to resolve complex performance cases, proactively identify performance risks, and improve consistency and quality across performance management practices.

This role involves partnering cross-functionally with HR, Operations, and Recruiting teams to prevent performance progression, balance CP experience with client care quality, and ensure fair, compliant, and timely performance outcomes. While this role does not manage people, it operates with significant autonomy and influence.

Key Responsibilities:

Performance Management & Case Ownership

  • Own end-to-end performance management for a range of performance issues including complex and escalated CP cases within a defined performance management framework.
    • Complex CP cases are defined as cases that include multiple event types and/or excessive and repetitive issues.
    • While escalated CP cases impact care consistency and scheduling needs for high touch clients, which requires immediate review and resolution.
  • Review and investigate performance events that impact client care experience.
  • Apply independent judgment within an established policy and escalation frameworks to determine appropriate corrective action, including coaching, warnings, and separation when necessary.
  • Occasionally utilize advanced judgment to adapt performance management approaches in unique scenarios that require deviation from the defined framework while maintaining compliance with company policy and employment standards/regulations.
  • Identify and perform handoff for protected and escalated scenarios to the appropriate teams [CPHR & Trust & Safety] within the determined handoff SLAs.
  • Ensure all performance actions are documented clearly, consistently, and in compliance with Honor policies and employment best practices.

Performance Operations & Service Standards

  • Adhere to established KPIs and SLAs, including a 24–48 hour response time for all inbound CP performance inquiries and ticket outreach.
  • Manage a high-volume caseload, averaging approximately (90+ tickets closed per week, 130+ ticket comments/week) with thorough and compliant documentation.
  • Conduct consistent proactive outreach, averaging 45+ outbound calls per week, with an average talk time of approximately 7–8 minutes per call.
  • Maintain operational efficiency with an average case resolution time of approximately 6 days and an overdue ticket rate of less than 15%.
  • Balance productivity expectations with quality, ensuring performance decisions are timely, fair, and aligned with Honor policies.

Proactive Performance Monitoring & Early Intervention

  • Proactively review individual CP performance history to identify repeat behaviors, emerging trends, and early risk signals.
  • Determine when early intervention is appropriate to prevent escalation or further client impact.
  • Surface trends, insights, and risks to relevant partners and leaders with clear recommendations.

CPRM Partnership & Enablement

  • Partner closely with Care Pro Relationship Managers to reinforce consistent performance feedback and escalation standards.
  • Partner with CPRMs on identifying trending performance concerns and applying performance management frameworks effectively.
  • Lead targeted calibration or training sessions to improve consistency and confidence in performance-related conversations.

Risk Awareness & Compliance

  • Identify potential employment risks, protected issues, or systemic concerns and escalate appropriately.
  • Maintain and apply base level knowledge of relevant employment protections and regulations regarding termination and employment status changes.
  • Successfully balance CP experience, client outcomes, Honor policy, and employment risk considerations when making performance decisions.
About you:

To succeed in the role, you'll need:

  • 5–7 years of professional experience
  • 2+ years of experience managing performance, employee relations and/or HR operations in a high-volume distributed workforce.
  • Strong judgment and decision-making skills, including comfort navigating ambiguity and complex performance scenarios
  • Exceptional communication skills, with the ability to deliver difficult feedback clearly and compassionately
  • Strong cross-functional collaboration skills and the ability to influence without authority
  • High attention to detail and strong investigative and documentation skills
  • Comfort analyzing performance data, identifying trends, and translating insights into action
  • Strong sense of ownership and accountability for outcomes
  • Commitment to supporting Care Professionals while prioritizing safe, high-quality client care
  • Ability to thrive in a fast-paced environment with competing priorities

Our range reflects the hiring range for this position. We use national average to determine pay as we are a remote first company. Individual pay is based on a number of factors including qualifications, skills, experience, education, and training.

Base pay is just a part of our total rewards program. Honor offers equity and 401K with up to a 4% match. We provide medical, dental and vision coverage including zero cost plans for employees. Short Term Disability, Long Term Disability and Life Insurance are fully employer paid with a voluntary additional Life Insurance option. We offer a generous time off program, mental health benefits, wellness program, and discount program.

Hiring Salary Range
$75,600—$84,000 USD

At Honor, we put people first. Our leadership culture is guided by Leadership Principles that prioritize integrity, compassion, and excellence. We offer a unique opportunity to lead with purpose and make a meaningful impact no matter your role.

Honor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, political affiliation or belief.