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The Performance and Succession Management Partner will be responsible for the annual performance cycle (goal setting, mid-year, & year-end) creating the best possible manager and employee experience across each phase. This role will also support different aspects of the Talent Assessment & Planning process from design to consulting with leaders throughout the organization. By integrating performance and career management, helps leaders and associates better understand development needs providing added support to associates in progressing their careers. Partners with the Talent Management and HR team to ensure we have processes and support that achieve this goal.

This position has been segmented as Hybrid meaning there is a combination of three onsite days and the rest remote.

Responsibilities:

Performance Management

Manages the day-to-day maintenance, execution, and activities involved in the design, preparation and delivery of performance management (goal setting, mid-year & year-end assessment) across the enterprise.

Provides research-backed guidance in the design, delivery and management of performance evaluation solutions at all levels of the organization.  

Drives project oversight throughout the year on multiple performance processes including detailed project plans, communications, and periodic status reporting to leadership 

Regularly drives improvements in performance management by consulting with leaders and associates to stay aware of business needs and the manager/employee experience

Partners with HR Operations to ensure Workday provides the correct support for our associates in each phase of performance management 

Responsible for the design and delivery of process-related communications throughout the year 

Teams Up with Learning and Development to create engaging materials guiding associates through the annual performance management cycle, while ultimately owning content revisions and version control across all internal platforms (e.g., SharePoint, Intranet Site, etc.)  

Leads the delivery of live/webinar-based training and other materials ensuring associates have access to learning options throughout the year supporting every phase of the performance cycle

Proactively stays up-to-date on trends and developments within Talent, Performance and Career Management - providing ideas and information to HR and Leadership regarding best practices and trends

Combine multiple sources of data, conduct analysis, and create standard and ad-hoc reports to monitor completion of process steps and create summary reports for leaders 

Create and maintain detailed process documentation for all processes and enhancements

Leverages data to identify process enhancements to continuously improve the efficacy of Performance, Career and Succession Management across the organization.

Engage in other talent practice initiatives related to primary role including assessment for talent assessment, development, and placement.

Succession Management

Supports the end-to-end delivery of Talent Assessment and Planning Process (TAPP) to deliver Succession including communication plans, project plans, HR and Leader training, and reporting delivering tools and approaches to ensure ongoing leader pipeline development. 

Provides thought leadership in the integration of performance management with TAPP. 

Teams Up across the business to develop and activate ongoing development of the talent pipeline

Consults with leaders on the development of talent for critical roles

Career Management

Algins performance management with career to ensure the best possible employee experience throughout the year in understanding performance needs, how it ties to develop and ultimately career management

Consults with leaders on improving associate development and performance throughout the performance management cycle.  

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***EOE Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/Protected Veteran/Disability Status***