Management Manager

## Performance Management Manager Apply:
Headquarters - Timberlake, NC:
Full time:
Posted 2 Days Ago:
JR100082## About the Role  The Performance Management Manager is responsible for designing, implementing, and managing the organization’s performance management framework across departments and levels of the organization.

This is a highly hands-on role focused on developing KPIs, objectives, scorecards, performance improvement plans, and structured follow-up processes. The position partners directly with department heads and senior leaders to translate business priorities into measurable performance expectations.  The ideal candidate is a strong strategic partner and accountability leader who can analyze performance data, identify gaps, challenge unclear or ineffective measures, recommend corrective actions, and ensure commitments are completed.  

## What You’ll Do  ### Performance Management Framework
* Develop, implement, and continuously improve the company’s performance management framework.
* Establish consistent processes for goal setting, performance measurement, reviews, development planning, and performance improvement.
* Ensure departmental and individual objectives align with organizational priorities.
* Develop performance-management tools, templates, guidelines, and reporting schedules.  ### KPI & Objective Development
* Partner with department heads to develop meaningful departmental, team, and individual KPIs.
* Translate business objectives into specific and measurable performance expectations.
* Establish appropriate targets, measurement methods, reporting frequencies, and accountability owners.
* Evaluate KPIs to ensure they measure meaningful outcomes and align with business objectives.
* Identify gaps in performance measures and recommend improvements.  ### Performance Scorecards & Reporting
* Develop and maintain departmental and organizational performance scorecards.
* Monitor KPI achievement and identify trends, performance gaps, and emerging risks.
* Prepare performance dashboards and executive-level reports.
* Provide HR and executive leadership with objective performance analysis.
* Track performance commitments, action items, deadlines, and results.  ### Department Head Partnership & Accountability
* Conduct regular performance review meetings with department heads.
* Review departmental objectives, KPIs, progress, challenges, and corrective actions.
* Identify root causes when performance targets are missed.
* Establish clear ownership, action plans, deadlines, and follow-up for performance gaps.
* Hold leaders accountable for agreed-upon performance actions and commitments.
* Escalate significant or recurring concerns to appropriate HR and executive leadership.  ### Individual Performance & Performance Improvement
* Support managers in developing measurable employee goals and performance expectations.
* Develop and maintain 30/60/90/180-day performance plans for appropriate positions.
* Review performance evaluations for quality, consistency, and objectivity.
* Coach managers on effective performance conversations and documentation.
* Partner with HR and leaders to develop and monitor Performance Improvement Plans (PIPs).
* Evaluate progress and provide objective recommendations based on documented performance results.  ### Performance Reviews & Calibration
* Manage annual, mid-year, introductory, and other formal performance-review processes.
* Facilitate performance calibration meetings with department leaders.
* Identify inconsistencies in ratings and challenge unsupported performance assessments.
* Provide data and analysis to support fair and consistent performance decisions.
* Partner with HR leadership to connect performance results with compensation, development, promotions, and…