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Performance Manager Jobs in Hoover, AL (NOW HIRING)

Lowe's

Performance Instructor - Wknd Nights

Bessemer, AL · On-site

What We're Looking For • Required to work a set schedule that may be changed/modified by management based on the needs of the facility. • Requires availability to work morning, afternoon, nights ...

New

Brook Valley Management

Marketing Manager

Birmingham, AL · On-site

$70K - $95K/yr

Reporting & Performance Management * Establish, track, and report on marketing KPIs related to donor acquisition, retail traffic, engagement, conversion, and campaign efficiency. * Analyze campaign ...

Walgreens

Emerging Store Manager

Bessemer, AL · 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

Birmingham, AL

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 ...

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Performance Manager information

See Hoover, AL salary details

$35.3K

$87.8K

$135.4K

How much do performance manager jobs pay per year?

As of Aug 23, 2026, the average yearly pay for performance manager in Hoover, AL is $87,815.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,800.00 and $111,200.00 per year, depending on experience, location, and employer.

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.

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 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 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.

More about Performance Manager jobs

What cities near Hoover, AL are hiring for Performance Manager jobs?

Cities near Hoover, AL with the most Performance Manager job openings:

Performance Manager jobs near you
Infographic showing various Performance Manager job openings in Hoover, AL as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $87,815 per year, or $42.2 per hour.

Manager of Talent & Performance Management

Diversified Gas & Oil Corporation

Birmingham, AL • On-site

Full-time

Posted 10 days ago

Job description

COMPANY PROFILE
Diversified Gas & Oil Corporation ("DGOC") is a wholly-owned subsidiary of Diversified Energy Company PLC, a US-based company listed on the New York Stock Exchange (NYSE) and London Stock Exchange (LSE) under the ticker symbol "DEC". Diversified Gas & Oil Corporation (DGOC) is an established owner and operator of producing conventional and unconventional natural gas & oil wells and midstream pipelines and compression stations concentrated in the Appalachian Basin in the United States. Headquartered in Birmingham, AL, our field operations are located throughout the Appalachian Basin in the states of Tennessee, Kentucky, Virginia, West Virginia, Ohio, and Pennsylvania. In 2021, Diversified announced our expansion into our Central Regional Focus Area, which includes producing areas within Louisiana, Texas, Oklahoma, and Arkansas.
POSITION SUMMARY & RESPONSIBILITIES:
Reporting to the Vice President of Talent Acquisition and Development, the Manager of Talent & Performance Management is responsible for designing, leading, and continuously improving the organization's performance management strategy and programs. This role drives enterprise-wide initiatives related to performance management, talent reviews, leadership assessments, succession planning, career development, employee engagement, and organizational effectiveness.
Working closely with Total Rewards, L&D, HR Business Partners, and business leaders, the Manager of Talent & Performance Management ensures performance practices align with company values, support business objectives, strengthen leadership capabilities, and build a high-performing workforce.
This position serves as the subject matter expert for performance management and talent assessment processes and leverages data, workforce analytics, and technology to drive continuous improvement and organizational success.
Performance Management
  • Lead the design, implementation, and continuous enhancement of the company's performance management framework.
  • Oversee goal-setting, performance review, calibration, and development planning processes.
  • Ensure consistency and fairness in performance assessments across all business units.
  • Develop tools, resources, and manager training programs to improve performance coaching and feedback.
  • Monitor performance trends and recommend improvements to increase organizational effectiveness.

Talent Reviews & Succession Planning
  • Lead enterprise talent review and succession planning processes.
  • Partner with executive leadership to identify critical roles and high-potential talent.
  • Develop talent assessment methodologies, career pathways, and leadership pipelines.
  • Monitor bench strength and succession readiness for key leadership positions.
  • Facilitate calibration sessions and talent discussions across the organization.

Leadership Development
  • Design and implement High Performance leadership development frameworks and programs.
  • Identify organizational capability gaps and create development solutions.
  • Partner with Learning & Development Manager to align training initiatives with organizational needs.
  • Provide coaching support and development resources to leaders and managers.

Organizational Effectiveness
  • Drive initiatives that improve employee performance, engagement, accountability, and productivity.
  • Support organizational design efforts, workforce planning activities, and change management initiatives.
  • Develop performance metrics and dashboards that measure organizational effectiveness.
  • Utilize workforce analytics to identify trends and opportunities for improvement.

HR Technology & Process Improvement
  • Serve as business owner for performance management systems and talent management platforms.
  • Partner with HRIS and IT teams to optimize system functionality and reporting.
  • Evaluate emerging technologies and AI-enabled tools that improve talent and performance outcomes.
  • Continuously assess and improve performance-related policies, processes, and workflows.

POSITION REQUIREMENTS:
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial-Organizational Psychology, or related field required.
  • SHRM-SCP, SPHR, CPTD, or related certification preferred.
  • 5+ years of progressive Human Resources, Talent Management, Organizational Development, or Performance Management experience.
  • 3+ years of leadership experience managing enterprise-wide talent programs.
  • Experience facilitating talent reviews, succession planning, and performance calibration processes.
  • Experience utilizing HR technologies, talent platforms, and workforce analytics.
  • Strong experience partnering with executive leadership teams.
  • Expert knowledge of performance management methodologies and best practices.
  • Strong understanding of talent assessment, succession planning, and leadership development.
  • Exceptional facilitation and executive communication skills.
  • Ability to influence stakeholders at all levels of the organization.
  • Strong analytical, problem-solving, and decision-making capabilities.
  • Experience with HR systems and reporting tools.
  • Ability to manage multiple strategic initiatives simultaneously.
  • Demonstrated ability to drive organizational change and continuous improvement.

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