Performance Management Lead

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 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 met

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