Management Architect

Performance Management Architect
** Description
- **** Role Summary
** HP is redefining the future of work through technology. The Talent and Learning team provide development and skill-building solutions that unlock the potential of our employees, foster innovation, and enable HP to fulfill its mission to drive growth and more fulfilling work experiences for people everywhere.  The Performance Management Architect is responsible for the
** end-to-end design, rollout, and ongoing evolution
** of the company’s performance management ecosystem. This role owns both the
** strategic architecture
** and the
** practical delivery
** of how performance is defined, enabled, assessed, and measured across the organization.  As a senior individual contributor, this role combines deep subject-matter expertise with strong program and change leadership, ensuring performance management strategies are translated into scalable, well-executed solutions that are adopted by leaders, managers, and employees and that drive measurable improvements in employee growth, team effectiveness, and business performance.  

The architect reports to the Senior Director, Talent, Performance & Career. This person also partners closely with HR and business stakeholders to lead implementation planning, manage complex interdependencies, and deliver high-quality outcomes on time and at scale.  
** Key Responsibilities
**** Performance Management Ecosystem Design
*** Own the
** enterprise performance management strategy and architecture**, including goal setting, ongoing feedback, performance assessment, ratings, and growth-oriented development practices.
* Ensure the ecosystem aligns with business strategy, leadership expectations, and workforce priorities.
* Design performance management as an integrated system connected to rewards, development, succession, and talent planning.  
** Rollout, Delivery & Program Management
*** Lead the
** end-to-end rollout and delivery
** of performance management initiatives, from concept through enterprise implementation.
* Develop and manage
** implementation plans, timelines, milestones, risks, and dependencies
** across multiple stakeholders and work streams.
* Serve as the single point of accountability for delivery outcomes, ensuring solutions are scalable, sustainable, and embedded in day-to-day practices  
** Stakeholder Enablement & Change Leadership
*** Design and deliver
** manager and employee enablement strategies
** that support successful adoption and consistent application of performance practices.
* Partner with the learning team to create and integrate performance-related learning and skill-building experiences.
* Collaborate with HR Business Partners to support business readiness and reinforce expectations during rollout and ongoing cycles.  
** Measurement & Continuous Improvement
*** Define OKRs/success measures to assess the
** effectiveness, adoption, quality, and business impact
** of performance management practices.
* Partner with People Insights to analyze data, surface insights, and inform iterative improvements.
* Use feedback loops and data to refine processes, tools, and enablement over time.  
** Cross-Functional Partnership
*** Work in close partnership with:  +
** Total Rewards
** to align performance outcomes with compensation, incentives, and recognition  +
** HR Systems
** to ensure technology supports process design and user experience  +
** People Insights
** to measure outcomes and equity  +
** Learning & Development
** to build performance capabilities  +
** HR Business Partners
** to drive adoption and business alignment
* Influence without authority, balancing diverse perspectives while maintaining clarity of direction and delivery accountability.  
** Key Experiences &…