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Performance Manager Jobs in Berkeley, CA (NOW HIRING)

Aquent

Search Performance Manager

San Bruno, CA · On-site

$45.12 - $50.13/hr

Aug 10, 2026 Position Overview As a Search Performance Manager, you will analyze and optimize first-party suppliers' search campaigns to meet their marketing objectives, drive revenue growth, and ...

ALO

Engineering Manager, Performance

San Ramon, CA · On-site

$188K - $235K/yr

About the Role We are seeking an Engineering Manager, Performance Engineering to lead teams focused on improving the speed, scalability, and reliability of our web and mobile platforms. This role ...

Waymo

Fleet Vendor Performance Manager

San Francisco, CA · On-site

$159K - $196K/yr

Lead regular operational rhythms (weekly/monthly performance reviews) with maintenance partners to track KPIs, monitor scorecard trends, and ensure strict SLA compliance. * Manage Root-Cause ...

Waymo

Fleet Vendor Performance Manager

San Francisco, CA · On-site

$159K - $196K/yr

Lead regular operational rhythms (weekly/monthly performance reviews) with maintenance partners to track KPIs, monitor scorecard trends, and ensure strict SLA compliance. * Manage Root-Cause ...

Sierra

Performance Marketing Manager

San Francisco, CA · On-site

$170K - $200K/yr

Own pipeline and budget performance, managing a quarterly pipeline target and multi-million-dollar advertising budget. Make data-driven investment decisions and use forecasting, attribution, and ...

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Performance Manager information

See Berkeley, CA salary details

$49K

$121.9K

$188K

How much do performance manager jobs pay per year?

As of Aug 10, 2026, the average yearly pay for performance manager in Berkeley, CA is $121,866.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,200.00 and $154,300.00 per year, depending on experience, location, and employer.

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 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.

More about Performance Manager jobs
What are the most commonly searched types of Performance jobs in Berkeley, CA? The most popular types of Performance jobs in Berkeley, CA are:
What cities near Berkeley, CA are hiring for Performance Manager jobs? Cities near Berkeley, CA with the most Performance Manager job openings:
Performance Manager jobs near you
Infographic showing various Performance Manager job openings in Berkeley, CA as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 83% Physical, 3% Hybrid, and 14% Remote job distribution, with an average salary of $121,866 per year, or $58.6 per hour.

Talent & Performance Manager

Williams-Sonoma

San Francisco, CA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted yesterday

Williams-Sonoma rating

6.6

Company rating: 6.6 out of 10

Based on 93 frontline employees who took The Breakroom Quiz

Job description


Overview
We are seeking a Talent & Performance Manager to drive the development, engagement, and effectiveness of our workforce. This role is responsible for designing and managing performance frameworks, talent development programs, and succession planning strategies that align with business goals. You will partner closely with leadership to ensure we are attracting, developing, and retaining high-performing associates.
Key Responsibilities
Performance Management
  • Design, implement, and continuously improve performance review processes
  • Partner with managers to set clear goals, KPIs, and performance expectations
  • Coach leaders on delivering effective feedback and managing underperformance
  • Analyze performance data to identify trends and recommend improvements

Talent Development
  • Build and manage learning and development programs (leadership training, career advancement/growth pathways, etc.)
  • Identify skill gaps and create targeted development initiatives
  • Support individual development plans (IDPs) across teams

Talent Strategy and Succession Planning
  • Develop succession planning frameworks for key roles
  • Identify high-potential associates and create growth pathways
  • Partner with HR and leadership on workforce planning/org design

Associate Engagement & Retention
  • Design initiatives to improve engagement, satisfaction, and retention
  • Analyze associate feedback (AOS, exit interviews) and act on insights
  • Support a culture of continuous feedback and growth

Data & Reporting
  • Track and report on talent metrics (performance ratings, retention, promotion rates, etc.)
  • Use data to inform leadership decisions and improve talent outcomes

Criteria
  • 5+ years in HR, talent management, performance management, or related field
  • Strong understanding of performance management frameworks and talent development strategies
  • Experience working with senior leaders and influencing decision-making
  • Excellent communication and coaching skills
  • Analytical mindset with experience using HR data and tools
  • Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred but not required)
  • Experience with HRIS or performance management platforms (prefer Oracle)
  • Experience in organizational development or leadership coaching preferred
  • Change management experience

What Success Looks Like
  • Clear, consistent performance standards across the organization
  • Increased associate engagement and retention
  • Strong leadership pipeline and internal mobility
  • Managers who confidently coach and develop their teams

Role Success Criteria
1.Performance Management Effectiveness
  • Performance review process is consistent, on-time, and adopted across teams
  • Managers demonstrate clear goal-setting and regular feedback habits
  • Measurable improvement in manager capability

2. Talent Development Impact
  • Participation and completion rates in development programs
  • Evidence that development programs lead to skill growth or role readiness
  • Increased cross functional mobility through promotions and lateral moves

3. Succession & Pipeline Strength
  • Identified successors for critical roles
  • Bench strength measured by ready-now and ready-soon talent
  • Reduction in time-to-fill for leadership roles
  • Increased internal fill rate

4. Associate Engagement & Retention
  • Improvement in metrics (AOS scores, exit interviews, etc) related to career development, manager effectiveness, and performance feedback
  • Reduction in regrettable attrition among high performers and high-potential talent
  • Increased retention of critical talent and key roles
  • Development and execution of action plans based on AOS and listening sessions results

5. Data-Driven Decision Making
  • Regular reporting on talent metrics that leaders actively use
  • Ability to translate data into specific actions
  • Demonstrated impact of initiatives through before-and-after metrics

6. Leadership & Stakeholder Influence
  • Managers and executives trust and seek out guidance
  • Evidence of behavior change in leaders
  • Ability to challenge constructively and influence outcomes

Our Culture & Values
We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing.
People First
Putting People First means investing in overall well-being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available:
Benefits
A generous discount on all WSI brands
A 401(k) plan and other investment opportunities
Paid vacations, holidays, and time off to volunteer
Health benefits, dental and vision insurance, including same-sex domestic partner benefits
Tax-free commuter benefits
A wellness program that supports your physical, financial and emotional health
Continued Learning
In-person and online learning opportunities through WSI University
Cross-brand and cross-function career opportunities
Resources for self-development
Advisor (Mentor) program
Career development workshops, learning programs, and speaker series
WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H-1B or other employment-based immigration).
This role is not eligible for relocation assistance.
Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.
The expected starting pay range for this position is $110,000-$125,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job-related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities.
#LI-JC1
About Us
Our Company
Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn Kids, Pottery Barn Teen, Rejuvenation, West Elm, Mark & Graham, Outward, and GreenRow. These brands are among the best known and most respected in the industry. We offer beautifully-designed, stylish and functional products for every area of the home, including the kitchen, living room, bedroom, home office, closet, laundry room and even outdoor spaces. We've seen some big changes since our first brick-and-mortar store opened more than half of a century ago. What hasn't changed is our passion for high-quality products, functional design, outstanding customer service, and enhancing the lives of our customers and the communities where we operate. Today, we're a multi-brand, multi-channel, global enterprise supported by state-of-the-art technology and some of the most talented teams in retailing - and we're always looking for new energy and ideas.

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