Senior Performance Management Analyst

About the role

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 310 Pay Range: $88,300.00 - $132,400.00 Job Description The Senior Performance Management 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 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. 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, Skill and Abilities: Advanced knowledge of performance management practices, frameworks, and program administration, including annual cycles, goal-setting, feedback processes, stakeholder enablement, and continuous improvement methods. Strong understanding of pay-for-performance concepts and the ability to connect performance processes, employee experience, and organizational priorities in recommendations and program improvements. Advanced knowledge of Workday and talent technologies, including the ability to define business requirements, support optimization, guide testing, and troubleshoot complex issues. Strong analytical capability with the ability to interpret process outcomes, participation trends, operational pain points, and stakeholder feedback and tran