Principal, Enablement

This position requires office presence of a minimum of 5 days per week and is only located in the location(s) posted. No relocation is offered.

The Principal, Performance Enablement designs and scales AT&T’s enterprise performance management approach to support a high-performance, market-based culture.

Reporting to the AVP, Talent & Performance Enablement, this senior individual contributor brings deep performance management expertise and strong execution discipline to strengthen differentiation, accountability, and business outcomes. The role is central to simplifying performance management, building manager capability, and embedding performance as a core business discipline.

• Serve as the enterprise SME for performance management design and evaluation standards
• Translate enterprise priorities into clear frameworks, ratings, and manager guidance
• Enable consistent, evidence-based performance differentiation across teams
• Maintain consistency as the performance model evolves

• Own end-to-end performance cycle execution, including goal setting, mid-year, and year-end
• Manage operating rhythm, timelines, and governance
• Track progress, mitigate risks, and drive accountability across HRBPs and leaders
• Improve execution while reducing administrative burden and rework

• Lead redesign execution through clear deliverables, milestones, and work streams
• Simplify processes by reducing complexity, duplication, and unnecessary steps
• Coordinate across HR COEs to deliver an integrated solution
• Manage dependencies, risks, and delivery with disciplined program management

• Equip leaders to set expectations, assess performance objectively, give timely feedback, and act on outcomes
• Build practical tools, including playbooks, templates, and decision guides
• Strengthen leader ownership of performance outcomes
• Partner with HRBPs to support adoption and close execution gaps

• Ensure processes are intuitive, streamlined, and aligned to the future-state model
• Define business requirements and support system enhancements
• Provide visibility into performance outcomes, trends, distribution, and completion
• Ensure outputs are credible inputs for compensation and talent decisions

• Identify and eliminate inefficiencies across the performance process
• Improve user experience for leaders and employees
• Reduce cycle time and increase transparency in assessment and communication
• Use data and feedback to refine the model
• Position performance management as a business tool, not an administrative exercise

• A simpler performance model applied consistently enterprise-wide
• Stronger differentiation based on evidence and outcomes
• Reduced cycle time and administrative effort with stronger adoption
• Managers lead performance conversations with clarity and consistency
• Trusted outcomes inform compensation and talent decisions

• 10+ years in performance management, talent management, organizational effectiveness, or related field
• Tenacity to keep going in the face of evolving stakeholder requests/requirements
• Deep expertise in performance evaluation frameworks, rating design, and manager enablement
• Experience leading large-scale performance redesign or transformation
• Proven execution of complex, cross-functional initiatives in matrixed environments

• Strong expertise in performance management design and execution
• Strong program management discipline across planning, governance, and risk
• Ability to simplify complex concepts for leaders
• Strong senior-level stakeholder…