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Practice Performance Manager Jobs in Arizona (NOW HIRING)

AEG Vision

Practice Manager

Scottsdale, AZ · On-site

The Practice Manager "PM" has accountability of all aspects of the location business operations. As ... performance management. Through creating memorable experiences with each patient, the PM is ...

AEG Vision

Practice Manager

Scottsdale, AZ · On-site

The Practice Manager "PM" has accountability of all aspects of the location business operations. As ... performance management. Through creating memorable experiences with each patient, the PM is ...

AEG Vision

Licensed Practice Manager

Scottsdale, AZ · On-site

The Licensed Practice Manager "LPM" has accountability of all aspects of the location business ... performance management. Through creating memorable experiences with each patient, the PM for ...

HOPCo

Sr. Mgr. Network Performance

Phoenix, AZ · On-site

Create and deliver performance reviews and presentations to providers, practice leadership, and ... Work with VP of VBC Network Management and Network Performance team to establish and execute a ...

CareMore Health

Practice Manager

Green Valley, AZ · On-site

$74K - $111K/yr

The Practice Manager oversees operations in care centers with expanded operational scope, focusing ... Leads hiring, onboarding, and performance management for care center staff. * Manages staffing ...

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Practice Performance Manager information

See Arizona salary details

$36.8K

$67.1K

$107.6K

How much do practice performance manager jobs pay per year?

As of Jun 7, 2026, the average yearly pay for practice performance manager in Arizona is $67,102.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,100.00 and $73,600.00 per year, depending on experience, location, and employer.

How does a Practice Performance Manager typically collaborate with clinical and administrative teams to improve practice efficiency?

A Practice Performance Manager works closely with both clinical and administrative teams to identify workflow bottlenecks, streamline processes, and implement best practices. They often facilitate regular meetings to gather feedback, analyze data on key performance indicators, and develop action plans for improvement. By fostering open communication and aligning team goals, Practice Performance Managers ensure that operational changes are effectively adopted and lead to measurable enhancements in patient care and practice efficiency.

What is a Practice Performance Manager?

A Practice Performance Manager is a professional responsible for overseeing and improving the efficiency, productivity, and overall performance of a medical or healthcare practice. They analyze operational processes, monitor key performance indicators, and implement strategies to enhance patient care, staff workflow, and financial outcomes. Their role often involves collaborating with healthcare providers, administrative staff, and external partners to ensure the practice meets its goals and regulatory requirements. Additionally, they may lead quality improvement initiatives and use data-driven insights to optimize practice operations.

What are the key skills and qualifications needed to thrive as a Practice Performance Manager, and why are they important?

To thrive as a Practice Performance Manager, you need strong analytical abilities, healthcare operations knowledge, and a background in business or healthcare administration, often supported by a relevant degree. Familiarity with practice management software, data analytics tools, and quality improvement frameworks is typically required. Exceptional communication, leadership, and problem-solving skills help you effectively drive performance improvements and manage teams. These competencies are crucial for optimizing practice operations, enhancing patient outcomes, and ensuring organizational success in a competitive healthcare environment.

What is the difference between Practice Performance Manager vs Practice Operations Coordinator?

Practice Performance ManagerPractice Operations Coordinator
Focuses on analyzing and improving practice performance metrics, financial outcomes, and strategic planning.Handles daily operational tasks, scheduling, and administrative support to ensure smooth practice functioning.
Requires skills in data analysis, performance metrics, and strategic management.Requires organizational, communication, and administrative skills.
Typically holds certifications in healthcare management or related fields.Often has administrative or office management certifications.

The Practice Performance Manager primarily focuses on analyzing practice performance and implementing improvements, while the Practice Operations Coordinator manages daily operations and administrative tasks. Both roles are essential for practice success but differ in scope and responsibilities.

Practice Performance Manager jobs near you
Principal Program Manager, Performance Management

Principal Program Manager, Performance Management

onsemi

Scottsdale, AZ

Full-time

Posted 3 days ago

Onsemi rating

8.0

Company rating: 8.0 out of 10

Based on 18 frontline employees who took The Breakroom Quiz

Job description

The Program Manager, Performance Management plays a key role in supporting the execution, governance, and continuous improvement of onsemi's performance management and talent processes. This position is responsible for coordinating performance cycles, supporting calibration activities, analyzing talent and performance data, and delivering insights that enable consistent, data-driven talent decisions.

The role partners closely with HR Business Partners, Total Rewards, Talent Management, HRIS, and business leaders to ensure performance practices are aligned with business objectives, reinforce a pay-for-performance culture, and drive organizational effectiveness globally.

onsemi (Nasdaq: ON) is driving disruptive innovations to help build a better future. With a focus on automotive and industrial end-markets, the company is accelerating change in megatrends such as vehicle electrification and safety, sustainable energy grids, industrial automation, and 5G and cloud infrastructure. With a highly differentiated and innovative product portfolio, onsemi creates intelligent power and sensing technologies that solve the world's most complex challenges and leads the way in creating a safer, cleaner, and smarter world.

More details about our company benefits can be found here:

https://www.onsemi.com/careers/career-benefits

We are committed to sourcing, attracting, and hiring high-performance innovators, while providing all candidates a positive recruitment experience that builds our brand as a great place to work.


onsemi is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, ancestry, national origin, age, marital status, pregnancy, sex, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, gender identity, gender expression, or any other protected category under applicable federal, state, or local laws.

If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact Talent.acquisition@onsemi.com for assistance.

Required

  • Bachelor's degree in Human Resources, Business, Analytics, Organizational Development, or related field.
  • 3+ years of experience in HR, Talent Management, People Analytics, HR Operations, or related function.
  • Experience supporting performance management, calibration, or talent review processes.
  • Strong analytical skills with the ability to interpret data and translate findings into actionable insights.
  • Advanced proficiency in Excel and experience with HR systems or reporting tools.
  • Strong attention to detail, organization, and ability to manage multiple priorities in a fast-paced environment.
  • Excellent written and verbal communication skills.
  • Ability to handle confidential information with discretion.
  • Team player - ability to collaborate up, down and across with ease.
  • Knowledge in AI and potential application across workstream. 

Preferred

  • Experience supporting global or multi-region organizations.
  • Familiarity with HR systems such as Oracle, Workday and Microsoft tools such as Co-pilot and SharePoint. 
  • Understanding of pay-for-performance principles and the linkage between performance and rewards.
  • Experience developing dashboards, reports, and executive-level presentations.
  • Exposure to calibration methodologies, talent segmentation, and succession planning practices.

Performance Management Execution

  • Support the planning, coordination, and execution of annual and mid-year performance review cycles.
  • Track completion, monitor milestones, and ensure adherence to timelines and process requirements across functions and regions.
  • Maintain and update process documentation, communications, training materials, and manager guidance tools.
  • Provide support to managers, HR, and employees on performance processes, rating submissions, and related inquiries.
  • Integrate AI capabilities into existing processes and tools. 

Calibration & Talent Review Support

  • Prepare data sets, reports, and materials to support calibration sessions and talent review discussions.
  • Partner with HR and business leaders to ensure alignment and consistency in performance ratings across organizations.
  • Identify rating distribution trends, variances, and outliers to support informed decision-making.
  • Document calibration outcomes and support governance and audit readiness of performance decisions.

Reporting & Talent Insights

  • Develop and deliver recurring and ad hoc reporting on performance ratings, completion rates, and talent trends.
  • Analyze performance and talent data to identify insights that inform workforce planning, succession, promotions, and development strategies.
  • Partner with HRIS and People Analytics teams to enhance dashboards, reporting capabilities, and data accuracy.
  • Prepare executive-ready summaries and presentations for HR leadership and key stakeholders.

Governance & Continuous Improvement

  • Monitor compliance with performance management policies, processes, and timelines.
  • Identify opportunities to streamline processes, enhance the employee and manager experience, and improve data quality.
  • Support enhancements to performance frameworks, calibration approaches, and system workflows.
  • Ensure confidentiality and appropriate handling of sensitive employee performance and talent data.

Cross-Functional Collaboration

  • Partner with HR Business Partners, Total Rewards, Talent Management, HR Operations, and HRIS to ensure alignment of performance processes with broader talent practices.
  • Support integration of performance outcomes into compensation, succession planning, and talent development programs.
  • Contribute to HR projects and initiatives related to performance, workforce effectiveness, and organizational capability.

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