Director Performance Management

Bloomingdale's; United States; On-site; USD 115,200 - 192,000; Full time

Benefits offered by this job

401k

Medical insurance

Vision insurance

Dental insurance

Life insurance

Disability insurance

PTO accruals

Holidays

Job summary

A prominent retail company in New York City seeks a Director of Performance Management to lead annual performance cycles and implement effective talent management practices. The ideal candidate should have 8-10 years of experience, strong analytical and program management skills, and a commitment to fostering an inclusive environment. This full-time position offers competitive compensation and various benefits.

Qualifications

• 8-10 years in talent management and development.
• Proven experience with enterprise-wide talent management.
• Strong analytical skills to analyze data and solve problems.

Responsibilities

• Lead the design and execution of the annual performance cycle.
• Implement a company-wide approach to goal setting.
• Build and scale year-round feedback mechanisms.

Skills

Analytical skills

Program management

Change management

Executive communication

Diversity, equity, and inclusion

Education

Bachelor's degree or equivalent

Job description

Director of Performance Management

Bloomingdale’s, New York City, NY

Full-time | $115,200 - $192,000 Annually*

* based on job, location, and schedule

About

Bloomingdale’s makes fashion personal and fun, aspirational yet approachable. Our mission is to guide and inspire our customers to make style a source of creative energy in their lives. We will always strive to make Bloomingdale’s like no other store in the world. Everyone plays a critical role to bring our mission to life. Regardless of position, we believe all colleagues have a voice and access to share their thoughts with every level of leadership. Our colleagues are passionate, driven, entrepreneurial and collaborative. We welcome and embrace diversity of background, thought and opinion while having a lot of fun along the way.

Performance Management

• Lead the design and execution of the annual performance cycle, including behavioral and performance assessments, calibrations, and ratings.
• Ensure performance processes are fair, transparent, and aligned with organizational goals and values.
• Partner with HR tech to scope, test, and launch system configurations, changes and updates.
• Provide in-depth and executive-level reporting and insights to inform talent and business decisions.
• Create frameworks and guidance for semi-annual manager-employee check-ins focused on performance, progress, and development.
• Enable managers to hold effective career conversations that support growth, engagement, and retention.
• Provide training, resources, and communication strategies to normalize meaningful performance and career discussions.

Goal Setting

• Design and implement a consistent, company-wide approach to goal setting, including the use of measurable KPIs that align to business goals, that enable prioritization and motivate performance at the individual level.
• Partner with leaders and HRBPs to ensure goals cascade from business strategy to team and individual levels.
• Enable individual goal ownership through establishing goal setting best practices, driving accountability and alignment through managers, toolkits, communication campaigns, and calibration practices.
• Drive process improvement effort, in partnership with HR Tech, to scale goal setting through performance management systems to reduce manual processes.

Feedback

• Build and scale year-round feedback mechanisms that reinforce a culture of continuous learning and performance.
• Develop manager enablement resources to strengthen feedback quality, frequency, and impact.
• Partner with HRBPs to embed feedback practices into daily performance management and career growth discussions.
• Measure adoption and effectiveness of feedback tools, adjusting as needed to improve outcomes.

Qualifications

• Education/Experience: Bachelors or equivalent with 8-10 years in talent management and development, change management, or HR strategy.
• Proven experience leading impactful enterprise-wide talent management practices including talent reviews, succession planning, skills assessment and employee listening.
• Strong analytical skills with ability to analyze root cause of problems, interpret data, identify insights, create measurable solutions, and create accountability frameworks with people leaders.
• Expertise in program management, change management, and executive communication.
• Strong business acumen and ability to connect talent practices and actions to organizational goals.
• Experience embedding diversity, equity, and inclusion into performance and talent processes.
• Creates strong partnership between Talent COE team and the HR Business Partners to manage stakeholders, conduct needs assessments, design, plan for implementation, deliver, and evaluate solutions and interventions that foster alignment and further the organization’s talent strategies.
• Influences and leads peers and stakeholders without formal authority.
• Has a growth mindset and supports personal and team members’ development, seeking learning opportunities, and approaching challenges as growth opportunities.
• Builds trust through meaningful partnerships, understanding needs, and clear communication.
• Drives excellence by setting a high bar and ambitious goals, giving and acting on feedback, solving problems proactively, and maintaining objectivity and performance under pressure.
• Listens and engages with colleagues to understand their perspectives and needs.
• Fosters an inclusive environment that values each person's unique strengths, background, and perspectives.
• Thinks creatively and drives innovation. Looks towards the future and is able to leverage historical learnings and processes to evolve, but not dictate, new and existing solutions.
• Has strong business acumen and courage of conviction to connect talent practices and actions to organizational goals.

Benefits

This position may be eligible for performance-based incentives/bonuses. Benefits include 401k, medical/vision/dental/life/disability insurance options, PTO accruals, Holidays, and more. Eligibility requirements may apply based on location, job level, classification, and length of employment. Click here to see details on benefits.

EEO Statement

Bloomingdale’s is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.