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Performance Manager Jobs in New Baltimore, MI (NOW HIRING)

Entrega

Senior HR Generalist

Troy, MI · On-site

$65K - $84K/yr

Coach managers through performance improvement discussions, corrective actions, and employee documentation. * Conduct or assist with workplace investigations while ensuring fairness, consistency, and ...

Entrega

Senior HR Generalist

Troy, MI

$65K - $84K/yr

Coach managers through performance improvement discussions, corrective actions, and employee documentation. * Conduct or assist with workplace investigations while ensuring fairness, consistency, and ...

Kratos Defense

Performance Engineer Intern

Auburn Hills, MI

$15.75 - $20.50/hr

Position Summary The Performance Engineer Intern is an entry-level developmental position designed ... Learn and follow TDI engineering, configuration management, quality, safety, and documentation ...

Performance Seats

QMS and EHS Manager

Clinton Township, MI · On-site

$76K - $104K/yr

The Quality Management Systems (QMS) and Environmental Health and Safety (EHS) Manager has primary responsibility for maintaining the Performance Seats Management Systems and is the key interface ...

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Showing results 21-40

All JobsPerformance JobsPerformance Manager JobsPerformance Manager Jobs in New Baltimore, MI

Performance Manager information

See New Baltimore, MI salary details

$36.3K

$90.4K

$139.5K

How much do performance manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for performance manager in New Baltimore, MI is $90,428.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,500.00 and $114,500.00 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 are the most commonly searched types of Performance jobs in New Baltimore, MI?

The most popular types of Performance jobs in New Baltimore, MI are:

What cities near New Baltimore, MI are hiring for Performance Manager jobs?

Cities near New Baltimore, MI with the most Performance Manager job openings:

Performance Manager jobs near you
Infographic showing various Performance Manager job openings in New Baltimore, MI as of June 2026, with employment types broken down into 81% Full Time, 17% Part Time, 1% Temporary, and 1% Contract. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $90,428 per year, or $43.5 per hour.

HR Performance & Change Specialist

Meta Force Technology Staffing LLC

Detroit, MI • On-site

Contractor

Re-posted 16 days ago

Job description

HR Performance & Change Specialist (Power Platform & Hypercare)
Location: Remote / Hybrid
Department: Human Resources / People Operations
Reports To: HR Director / Operations Lead
Role Summary
We are looking for an HR Performance & Change Specialist to support our growing organization through critical HR system migrations, employee transitions, and ongoing process optimization.
In this role, you will bridge the gap between HR performance strategy and technical enablement. You will lead hypercare support during employee transitions and platform migrations, design user-friendly solutions using Microsoft PowerApps, and drive change management initiatives that ensure smooth adoption across the organization.
Key Responsibilities
Change Management & Hypercare Support
•    Drive change management plans for key HR initiatives, employee role changes, organizational restructuring, and technology rollouts.
•    Serve as the primary point of contact for post-migration/post-implementation "hypercare," resolving escalated employee and manager inquiries quickly and efficiently.
•    Develop clear documentation, user guides, and training sessions to help employees and leadership seamlessly adopt new HR processes and systems.
HR Systems & Power Platform Support
•    Design, build, and maintain low-code Microsoft PowerApps and Power Automate flows to automate HR requests, approvals, and employee change workflows.
•    Data Migration: Assist in gathering, mapping, auditing, and validating HR and employee performance data during platform or system migrations.
•    Continuous Improvement: Identify operational bottlenecks in current HR workflows and build automated, scalable solutions to improve overall team performance.
HR Performance Operations
•    Performance Workflows: Support the rollout and administration of performance management cycles, goal-setting frameworks, and employee evaluations.
•    Reporting & Analytics: Generate HR performance dashboards and reports to track adoption metrics, service request SLA compliance, and system usage during transition periods.
Key Qualifications
•    10-12 years of experience in HR Operations, Change Management, or HR Systems Administration.
•    Hands-on experience building low-code solutions using Microsoft PowerApps and Power Automate (Flows).
•    Demonstrated experience supporting users during HR tech migrations, system cutovers, or post-launch hypercare phases.
•    Strong background in change management principles (e.g., Prosci framework) with proven success driving tool adoption.
•    Exceptional interpersonal skills with the ability to translate complex system processes into simple, user-friendly instructions for non-technical employees.