Performance Management Manager, Partner-Track and Staff Performance Programs (Brand-New Seat) -[...]

Pave Talent is hiring on behalf of our client, a large, well-established professional services firm with thousands of professionals across dozens of offices nationwide and abroad. The firm is modernizing its core people processes, including a planned move off its current performance platform within the next year. This role works directly with senior firm leadership on evaluation programs for partner-track and staff professionals alike. People who want to learn how the process works before changing it, not arrive with a fix-it plan on day one Professionals comfortable presenting to senior leadership, not just HR peers Builders who modernize methodically and with buy-in, rather than through a sweeping overhaul Backgrounds in professional services performance management, or strong corporate performance management with real executive polish If you want a blank-slate mandate to overhaul the program immediately, or lack the executive presence for senior leadership, this is not the right seat. This is a brand new layer of management, not an inherited program with a fixed shape. You will design, implement, and administer performance management firmwide, with real influence over the platform the firm moves to next. Each person you report through has been with the firm for 12 to 17 years. You are joining people who know the organization deeply, not a revolving door. You will report to the Assistant Director of Human Resources and lead one direct report handling performance management administration. You will partner directly with senior firm leadership across practice areas, a level of access many performance management professionals wait years to reach. Lead the annual and interim performance review process, including timelines, communications, and reporting Partner directly with senior firm leadership across practice areas on performance assessment and talent development Analyze performance and talent data to identify trends and recommend action to leadership Supervise and develop one direct report handling performance management administration Evaluate and help select the firm's next performance management platform, replacing the current system within the next year Create and maintain HR policies and procedures for performance management, ensuring compliance with employment law Design and deliver training on performance expectations, coaching, and feedback Maybe you are not actively looking. But if you want direct access to senior leadership and a real hand in modernizing a program rather than just maintaining it, this is worth a conversation. The hiring manager put it this way: "we've been doing a lot of the same for years and years and we are a different firm now than when the process was figured out. We want this to be a positive, beneficial experience, not just a check the box thing." This is a "learn first, change later" seat, not a blank check to overhaul. The hiring manager was direct: "if a candidate says they're excited to revamp the whole department, that's going to be an automatic no. We want someone to come in, learn what we're doing, and then have the confidence and the relationships to influence changes going forward." If you need to make your mark immediately, this will be a frustrating first year. 10+ years of progressively responsible HR experience with a genuine performance management focus Experience designing, implementing, and administering performance management systems, not only operating inside someone else's system Prior supervisory or people management experience Strong executive presence; this role regularly presents to senior firm and practice leadership Bachelor's degree in human resources, business administration, organizational development, or a related field Professional services background, especially evaluating partners, associates, or other billable professionals (a plus, not required) Experience with a performance management platform such as Workday Talent, SuccessFactors, Lattice, or Culture Amp Advanced degree or SHRM (Society for Human Resource Management) certification Involvement with professional development associations focused on partner or associate development Team: One direct report, with firmwide influence across partner-track and staff populations #J-18808-Ljbffr Pave Talent