Manager, Management

Ally designates roles as (1) fully on-site, (2) hybrid, or (3) fully remote. Hybrid roles are generally expected to be in the office a certain number of days per week as indicated by your manager. Your hiring manager will discuss this role's specific work requirements with you during the hiring process. All work requirements are subject to change at any time based on leader discretion and/or business need.

This role is on a hybrid schedule in our Detroit, MI or Charlotte, NC office. The Manager of Performance Management leads the design, execution, and continuous improvement of enterprise performance management practices and contributes to broader talent strategies that strengthen manager effectiveness and talent decisions. This role owns key elements of the performance experience—from objective setting and ongoing feedback through year-end evaluation and calibration—and turns research, data, and stakeholder input into simple, scalable, and defensible practices.

Lead enterprise performance management practices, including objective setting, ongoing feedback and coaching, evaluations, ratings, and calibration. Shape the performance management strategy and roadmap, identifying opportunities to improve effectiveness, simplify processes, and strengthen the employee and manager experience. Develop practical frameworks, tools, and resources that help managers set expectations, provide meaningful feedback, coach performance, differentiate outcomes, and support development. Translate strategy into scalable practices that balance business needs, employee experience, technology capabilities, governance requirements, and operational feasibility.

Use employee and manager feedback, process measures, talent outcomes, and external research to evaluate effectiveness and recommend improvements. Lead process simplification and partner with HR Technology and Operations to improve workflows, systems, and user experiences. Establish standards, documentation, decision frameworks, controls, and governance that support consistent and defensible talent decisions. Partner across HR and the business to drive adoption and connect performance practices with broader talent and business processes through clear enablement, communications, and change strategies.

Contribute to related talent and manager-effectiveness priorities, including assessment, skills validation, talent decision frameworks, and emerging uses of technology and AI. Lead complex, cross-functional initiatives, manage competing priorities, and influence stakeholders at multiple levels.

• Bachelor’s degree in Human Resources, Business, Industrial-Organizational Psychology, Organizational Development or a related field, or equivalent practical experience.
• 7+ years of relevant experience in performance management, talent management, organizational effectiveness, HR consulting, I/O psychology or a related talent discipline.
• Experience designing, managing, or improving complex enterprise talent or HR practices.
• Strong knowledge of objective setting, feedback, coaching, performance evaluations, ratings, and calibration.
• Ability to translate strategy, research, and stakeholder needs into practical, scalable solutions.
• Strong analytical and problem-solving skills, including use of quantitative and qualitative information to identify insights and recommend action.
• Strong consulting, facilitation, communication, and stakeholder-management skills, with the ability to influence without direct authority.
• Strong project and program management skills and the ability to lead complex, cross-functional work in a matrixed environment.

• Advanced degree in I/O Psychology, Organizational Development, Human…