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Performance Manager Jobs in Eugene, OR (NOW HIRING)

Walgreens

Emerging Store Manager

Eugene, OR · On-site

Leads and manages store team members, including recruitment, hiring, performance management, and discipline of direct reports to ensure teams are engaged and performing their responsibilities to ...

Walgreens

Emerging Store Manager

Eugene, OR · On-site

Leads and manages store team members, including recruitment, hiring, performance management, and discipline of direct reports to ensure teams are engaged and performing their responsibilities to ...

Walgreens

Pharmacy Operations Manager

Eugene, OR

Leads training, coaching, and performance management of pharmacy technicians. Makes decisions regarding performance management including discipline and termination. Customer Experience * Engages ...

Walgreens

Pharmacy Operations Manager

Eugene, OR · On-site

Leads training, coaching, and performance management of pharmacy technicians. Makes decisions regarding performance management including discipline and termination. Customer Experience * Engages ...

Walgreens

Pharmacy Operations Manager

Springfield, OR · On-site

Leads training, coaching, and performance management of pharmacy technicians. Makes decisions regarding performance management including discipline and termination. Customer Experience * Engages ...

Walgreens

Pharmacy Operations Manager

Eugene, OR · On-site

Leads training, coaching, and performance management of pharmacy technicians. Makes decisions regarding performance management including discipline and termination. Customer Experience * Engages ...

Walgreens

Pharmacy Operations Manager

Eugene, OR

Leads training, coaching, and performance management of pharmacy technicians. Makes decisions regarding performance management including discipline and termination. Customer Experience * Engages ...

Walgreens

Store Manager Unassigned

Springfield, OR · On-site

Seeks self-development by monitoring own performance, setting high personal standards, learning about the fields of retail, pharmacy, and management, seeking best practices. * Learns and actively ...

Walgreens

Store Manager Unassigned

Springfield, OR · On-site

Seeks self-development by monitoring own performance, setting high personal standards, learning about the fields of retail, pharmacy, and management, seeking best practices. * Learns and actively ...

Industrial Finishes

HR Manager

Eugene, OR · On-site

$125K - $155K/yr

Lead or support recruiting, onboarding, performance management, employee development, succession planning, and retention initiatives. * Design, facilitate, and coordinate training for employees ...

Industrial Finishes & Systems

HR Manager

Eugene, OR

Lead or support recruiting, onboarding, performance management, employee development, succession planning, and retention initiatives. * Design, facilitate, and coordinate training for employees ...

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All JobsPerformance JobsPerformance Manager JobsPerformance Manager Jobs in Eugene, OR

Performance Manager information

See Eugene, OR salary details

$40K

$99.5K

$153.5K

How much do performance manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for performance manager in Eugene, OR 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.

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 job categories do people searching Performance Manager jobs in Eugene, OR look for? The top searched job categories for Performance Manager jobs in Eugene, OR are:
What cities near Eugene, OR are hiring for Performance Manager jobs? Cities near Eugene, OR with the most Performance Manager job openings:
Performance Manager jobs near you

Provider Performance Specialist-Senior

Samaritan Health Services

Corvallis, OR • On-site

Other

Re-posted 5 days ago

Samaritan Health Services rating

7.5

Company rating: 7.5 out of 10

Based on 65 frontline employees who took The Breakroom Quiz

234th of 887 rated healthcare providers

Job description

  • This is a remote position in which we are able to employ in the following states: Alabama, Alaska, Arizona, Arkansas, Connecticut, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maryland, Michigan, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Mexico, North Carolina, Oklahoma, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, or Wisconsin
  • JOB SUMMARY/PURPOSE
    • Provides advanced leadership in provider performance management and network optimization. Manages strategic provider relationships, leads complex performance initiatives, and serves as a senior escalation resource supporting the Plan Performance provider operating model.
  • DEPARTMENT DESCRIPTION
    • Samaritan Health Plans (SHP) operates a portfolio of health plan products under several different legal structures: InterCommunity
      Health Plans, Inc. (IHN) is designated as a regional Coordinated Care Organization (CCO) for Medicaid beneficiaries; Samaritan
      Health Plans, Inc. offers Medicare Advantage and Commercial Large Group plans. As part of an Integrated Delivery System,
      Samaritan Health Plans is strategically and operationally aligned with Samaritan Health Services' mission of Building Healthier
      Communities Together.
  • EXPERIENCE/EDUCATION/QUALIFICATIONS
    • Bachelor's degree in Healthcare Administration, Public Health, Health Informatics, or a related field, or equivalent related experience required.
    • Four (4) years of experience in a healthcare payer, integrated delivery system, ACO, or value-based care environment required.
    • Experience with the following tools required:
      • Excel (advanced).
      • Power BI/Tableau or similar visualization platforms.
    • Experience in the following preferred:
      • Population health or analytics platforms.
      • Designing or improving provider workflows, performance improvement initiatives, or cross functional operational processes.
      • Managed care leadership, with experience supporting D-SNP or dual-eligible populations.
      • Delegated UM, delegated credentialing, or managing leased network environments.
    • Lean Six Sigma or process improvement certification preferred.
  • KNOWLEDGE/SKILLS/ABILITIES
    • Healthplan and regulatory expertise, including working knowledge of Medicare Advantage program operations, Medicaid/CCO performance programs, CMS regulatory frameworks, NCQA accreditation and quality program expectations, delegated oversight model concepts, and provider network performance management
    • Strong analytical and executive communication skills. Ability to use data storytelling to influence physician behavior.
    • Ability to interpret healthcare performance data and translate into provider action.
    • Ability to analyze dashboards including HEDIS / STARs measures, Risk Adjustment (RAF/HCC) Performance, Access and Utilization Metrics, and Provider Experience Indicators.
    • Ability to identify performance drivers and root causes across clinical and operational workflows.
    • Working knowledge of Risk Adjustment methodology (HCC/RAF concepts), documentation and recapture workflows, annual visit/wellness visit operational models, and preventative chronic care quality improvement strategies.
  • PHYSICAL DEMANDS
    • Rarely
      (1 - 10% of the time)
      Occasionally
      (11 - 33% of the time)
      Frequently
      (34 - 66% of the time)
      Continually
      (67 - 100% of the time)
      CLIMB - STAIRS
      LIFT (Floor to Waist: 0"-36") 0 - 20 Lbs
      LIFT (Knee to chest: 24"-54") 0 - 20 Lbs
      LIFT (Waist to Eye: up to 54") 0 - 20 Lbs
      CARRY 1-handed, 0 - 20 pounds
      BEND FORWARD at waist
      KNEEL (on knees)
      STAND
      WALK - LEVEL SURFACE
      ROTATE TRUNK Standing
      REACH - Upward
      PUSH (0 - 20 pounds force)
      PULL (0 - 20 pounds force)
      SIT
      CARRY 2-handed, 0 - 20 pounds
      ROTATE TRUNK Sitting
      REACH - Forward
      MANUAL DEXTERITY Hands/wrists
      FINGER DEXTERITY
      PINCH Fingers
      GRASP Hand/Fist

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