Senior Performance Management Specialist

Job Description

The Senior Performance Management Specialist (Analyst) leads complex performance management initiatives and serves as an advanced individual contributor responsible for strengthening the organization's performance management framework, tools, and practices. This role retains ownership of core program administration while taking on broader responsibility for process design, governance, stakeholder consultation, cross-functional implementation, systems optimization, and continuous improvement. The Senior Specialist (Analyst) operates with substantial independence, addresses complex and escalated issues, and influences decisions through data-informed recommendations and subject matter expertise.

Primary Responsibilities:

• Lead and oversee core performance management processes, including annual review cycles, goal-setting activities, feedback practices, and associated readiness, execution, issue resolution, and post-cycle improvements.
• Perform the foundational responsibilities of the function, including user support, resource stewardship, system coordination, communications, and process administration, while ensuring quality, consistency, and scalability.
• Own and enhance complex performance management workflows, standards, and governance practices to improve efficiency, user experience, and alignment with organizational priorities.
• Serve as the senior functional lead for Workday talent and performance processes, defining business requirements, supporting configuration strategy, coordinating testing, troubleshooting complex issues, and driving optimization in partnership with HRIS and other stakeholders.
• Develop and refine enterprise-facing communications, toolkits, guides, and training approaches that improve leader and employee understanding, process adoption, and capability.
• Analyze process outcomes, participation trends, stakeholder feedback, and operational pain points to identify root causes, evaluate effectiveness, and recommend enhancements.
• Lead cross-functional initiatives and larger workstreams related to performance program enhancements, tool implementations, process redesigns, and change management efforts.
• Advise HR and business leaders on performance management practices, process implications, readiness considerations, and approaches to sustain consistency and adoption.
• Establish or refine documentation, controls, and standard operating practices that support reliable execution and stronger program governance.
• May mentor less experienced analysts or provide guidance on escalated issues, project work, and process decisions.
• Perform other duties as assigned.