Performance Management Lead

Description
Role Overview
The Performance Management Lead is a critical enterprise role responsible for leading the design, execution, and continuous improvement of enterprise performance management practices. This role ensures performance management drives business results, reinforces a performance-driven and inclusive culture, and enables high-quality fair and standard talent decisions across a complex, global manufacturing and corporate workforce.
Operating at the intersection of strategy, analytics, and leader enablement, this role partners closely with senior HR leaders, business executives, and People Analytics to ensure performance outcomes are credible, differentiated, and aligned with enterprise priorities such as quality, safety, innovation, and operational excellence.
Key Responsibilities

• Lead the enterprise performance management strategy, including philosophy, goal-setting standards, rating architecture, and feedback practices.
• Design and govern annual and continuous performance cycles (goal setting, mid-year reviews, year-end evaluations, and calibrations).
• Establish enterprise governance, standards, and decision rights to ensure consistency across regions, plants, and corporate functions.
• Partner with business and HR leaders to reinforce a performance-driven culture aligned to enterprise values and operating principles.
• Ensure performance outcomes are fair, defensible, and analytically sound through ongoing distribution, trend, and bias analyses.
• Translate performance data into executive-level insights that inform talent reviews, succession planning, and rewards decisions.
• Integrate performance management with career development, succession planning, and total rewards programs.
• Lead leader enablement, change management, and communications to drive adoption and high-quality execution.
• Continuously benchmark external best practices and adapt the model to evolving workforce and business needs.

Required Skills & Capabilities

• Deep expertise in enterprise performance management design, calibration practices, and rating methodologies.
• Strong understanding of talent management integration, including succession, development, and rewards.
• Advanced analytical capability, including performance distributions, trend analysis, and fairness diagnostics.
• Ability to influence senior leaders and operate effectively in a large, matrixed, global organization.
• Strong systems thinking and process design capability with a focus on scalability and simplicity.
• Change leadership and executive communication skills.
• Experience working with HRIS and performance management technologies in a global environment.

Experience & Qualifications

• 8-12+ years of progressive experience in performance management, talent management, or HR strategy roles.
• Experience leading enterprise-wide performance management programs in large, complex organizations.
• Demonstrated success partnering with senior business and HR leaders.
• Bachelor's degree required; Master's degree in HR, Organizational Psychology, Business, or related field preferred.
• Experience in automotive, manufacturing, or industrial environments strongly preferred.

Success Metrics & Key Performance Indicators

• Performance Differentiation: Clear and stable performance distributions aligned to enterprise guidelines and business outcomes.
• Leader Capability: ≥85% of leaders demonstrate confidence and capability in goal setting, feedback, and performance decisions (measured via surveys).
• Process Quality: On-time completion rates of ≥95% for goal setting, reviews, and calibrations across all regions.
• Fairness: Year-over-year reduction in unexplained performance outcome disparities by tenure, level, or other leading indicators of fair and standard processes
• Executive Confidence: Senior leader satisfaction with performance insights as an input to rewards and talent decisions.
• Adoption & Simplicity: Reduced leader time spent on performance processes without loss of decision quality.
• Integration: Strong alignment between performance outcomes, succession slates, and rewards differentiation.

Expected Outcomes

• A well-understood, enterprise-wide performance management philosophy applied consistently across the organization.
• High-quality performance outcomes that enable confident, defensible talent and rewards decisions.
• Improved leader effectiveness in driving performance, accountability, and development.
• Increased trust in performance processes through transparency, fairness, and analytical rigor.
• Performance management positioned as a strategic enabler of business results and culture.

Compensation
The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.
The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

• The salary range for this role is $164,400 - 251,800. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)
This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.
The selected candidate will be required to travel <25% for this role.
This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.
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