Performance Management Lead

Job Type: Full time

Job Number: JR-025451

Location: Salt Lake City,
UT

If you’re passionate about building a better future for individuals, communities, and our country-and you’re committed to working hard
to play your part in building that future-consider WGU as the next step in your career.

Driven by a mission to expand access to
higher education through online, competency-based degree programs, WGU is also committed to being a great place to work for a diverse
workforce of student-focused professionals. The university has pioneered a new way to learn in the 21st century, one that has received
praise from academic, industry, government, and media leaders. Whatever your role, working for WGU gives you a part to play in helping
students graduate, creating a better tomorrow for themselves and their families.

The salary range for this position takes into
account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience
and training; licensure and certifications; and other business and organizational needs.

At WGU, it is not typical for an individual
to be hired at or near the top of the range for their position, and compensation decisions are dependent on the facts and circumstances of
each case. A reasonable estimate of the current range is:

Grade: Professional 311 Pay Range: $100,000.00 – $150,000.00

Job
Description

The Performance Management Lead is a recognized subject matter expert and senior individual contributor responsible for
leading the design, strategy, and continuous evolution of the organization’s performance management and broader talent management programs.
This role has significant organizational influence; translating business strategy into scalable talent solutions that strengthen
performance, engagement, and organizational effectiveness.

The Lead owns enterprise-level program design and governance, leads highly
complex and cross-functional initiatives, and provides strategic guidance to HR and business leaders. This role ensures performance and
talent management programs are effectively integrated, data-driven, and aligned with organizational priorities, while establishing leading
practices, frameworks, and standards across the enterprise.

Primary Responsibilities

• Lead the strategy, design, and
  evolution of enterprise performance management and talent management programs, including performance reviews, talent reviews, succession
  planning, and career development frameworks.

• Ensure programs are strategically aligned to organizational priorities, mission,
  and values, driving employee engagement and long-term performance outcomes.

  
  

• Define and maintain enterprise frameworks,
  methodologies, and standards that support consistency, scalability, and effectiveness across talent processes.

• Serve as the
  enterprise owner of performance management philosophy, including alignment to pay-for-performance practices and talent
  outcomes.

  
  

• Establish and oversee program governance, controls, and operating models, ensuring consistent execution
  and accountability across functions.

• Continuously assess program effectiveness through data, metrics, and stakeholder
  feedback, identifying opportunities to optimize processes, user experience, and business impact.

  
  

• Lead large-scale process
  redesign and transformation efforts, introducing innovative solutions and best practices.

• Lead highly complex,
  enterprise-wide initiatives involving multiple HR functions and business stakeholders.

  
  

• Act as a strategic advisor to senior
  HR leaders and business executives, influencing decisions related to talent strategy, performance outcomes, and organizational
  effectiveness.

• Partner across teams to integrate performance management with broader talent lifecycle processes, ensuring
  cohesive and aligned employee experiences.

  
  

• 
  

  Serve as the functional authority for performance and talent systems
  (e.g., Workday), setting strategic direction for system capabilities and roadmap.

• Define complex business requirements and
  system strategies, guiding configuration, enhancements, and integrations in partnership with HRIS.

  
  

• Ensure systems effectively
  support scalable, data-driven talent processes, reporting, and insights.

• Lead advanced analysis of performance
  outcomes, talent data, and organizational trends to generate actionable insights.

  
  

• Develop executive-level reporting and
  dashboards to inform strategic workforce decisions.

• Identify talent gaps and organizational risks, recommending solutions to
  strengthen capability, engagement, and retention.

  
  

• Oversee development of enterprise communications, training
  strategies, and enablement resources that build capability and drive adoption.

• Lead change management strategies for major
  program enhancements and implementations.

  
  

• Ensure leaders and employees are equipped to effectively engage in performance and
  talent processes.

• Serve as a thought leader and subject matter expert in performance and talent management
  practices.

  
  

• Establish and promote best practices, continuous improvement methods, and innovation within the
  function.

• May mentor senior analysts and provide guidance on complex issues, strategic initiatives, and solution
  design.

  
  

• Perform other duties as assigned.

This job description includes a general representation of job
requirements rather than a comprehensive inventory of all required responsibilities or work activities. The contents of this document or
related job requirements may change at any time with or without notice.

Knowledge, Skills, and Abilities

• Expert-level knowledge of performance management and talent management frameworks, including performance cycles, talent reviews,
  succession planning, and career development.

  
  

• Deep understanding of pay-for-performance principles and ability to align
  performance outcomes with compensation and organizational strategy.

• 
  

  Advanced expertise in HR systems and talent technologies
  (e.g., Workday), including system strategy, business requirements definition, and large-scale optimization.

  
  
  

• Exceptional
  ability to conduct complex data analysis and translate insights into strategic recommendations.

• Advanced process design and
  transformation capability, including governance models, operating frameworks, and large-scale change initiatives.

  
  

• Strong
  executive-level communication, consultation, and influencing skills, with the ability to guide senior leaders through complex
  decisions.

• Demonstrated ability to lead enterprise-wide initiatives and highly complex workstreams with full
  autonomy.

  
  

• Expertise in organizational effectiveness, talent strategy, and workforce planning concepts.

• Ability
  to operate with extensive independent judgment, managing ambiguity and balancing long-term strategy with operational
  execution.

  
  

• Proven capability to mentor and develop others, contributing to team and function capability
  building.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration,
  Organizational Development, or a related field

• 8+ years of progressive experience in performance management, talent
  management, HR strategy, HR operations, or related disciplines

  
  

• Demonstrated experience leading enterprise-level program
  design, strategy, and large-scale initiatives

• Advanced knowledge and experience using Workday

  
  

Preferred
Qualifications

• Master’s degree

  
  

Experience in lieu of education

Equivalent relevant
experience performing the essential functions of this job may substitute for education degree requirements. Generally, equivalent relevant
experience is defined as 1 year of experience for 1 year of education and is the discretion of the hiring manager. A minimum of a high
school diploma/GED is required.

Travel

This position requires occasional travel of up to 20%, including required
attendance at designated company summits (typically one to two per year). Additional travel may include conferences, visits to company
locations, and other business-related events as needed. Additional travel may be assigned as needed to support business requirements.

Position & Application Details

Full-Time Regular Positions (classified as regular and working 40 standard weekly hours): This
is a full-time, regular position (classified for 40 standard weekly hours) that is eligible for bonuses; medical, dental, vision, telehealth
and mental healthcare; health savings account and flexible spending account; basic and voluntary life insurance; disability coverage;
accident, critical illness and hospital indemnity supplemental coverages; legal and identity theft coverage; retirement savings plan;
wellbeing program; discounted WGU tuition; and flexible paid time off for rest and relaxation with no need for accrual, flexible paid sick
time with no need for accrual, 11 paid holidays, and other paid leaves, including up to 12 weeks of parental leave.

How to Apply: If
interested, an application will need to be submitted online. Internal WGU employees will need to apply through the internal job board in
Workday.

Additional Information

Disclaimer: The job posting highlights the most critical responsibilities and
requirements of the job. It’s not all-inclusive.

Accommodations: Applicants with disabilities who require assistance or
accommodation during the application or interview process should contact our Talent Acquisition team at recruiting@wgu.edu.

Equal Employment Opportunity: All qualified applicants will receive
consideration for employment without regard to any protected characteristic as required by law.

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