Performance Management Architect

Description -

Role Summary

HP is redefining the future of work through technology. The Talent and Learning team provide development and skill-building solutions that unlock the potential of our employees foster innovation and enable HP to fulfill its mission to drive growth and more fulfilling work experiences for people everywhere.

The Performance Management Architect is responsible for the end-to-end design rollout and ongoing evolution of the companys performance management ecosystem. This role owns both the strategic architecture and the practical delivery of how performance is defined enabled assessed and measured across the organization.

As a senior individual contributor this role combines deep subject-matter expertise with strong program and change leadership ensuring performance management strategies are translated into scalable well-executed solutions that are adopted by leaders managers and employees and that drive measurable improvements in employee growth team effectiveness and business performance.

The architect reports to the Senior Director Talent Performance & Career. This person also partners closely with HR and business stakeholders to lead implementation planning manage complex interdependencies and deliver high-quality outcomes on time and at scale.

Key Responsibilities

Performance Management Ecosystem Design

• Own the enterprise performance management strategy and architecture including goal setting ongoing feedback performance assessment ratings and growth-oriented development practices.
• Ensure the ecosystem aligns with business strategy leadership expectations and workforce priorities.
• Design performance management as an integrated system connected to rewards development succession and talent planning.

Rollout Delivery & Program Management

• Lead the end-to-end rollout and delivery of performance management initiatives from concept through enterprise implementation.
• Develop and manage implementation plans timelines milestones risks and dependencies across multiple stakeholders and workstreams.
• Serve as the single point of accountability for delivery outcomes ensuring solutions are scalable sustainable and embedded in day-to-day practices

Stakeholder Enablement & Change Leadership

• Design and deliver manager and employee enablement strategies that support successful adoption and consistent application of performance practices.
• Partner with the learning team to create and integrate performance-related learning and skill-building experiences.
• Collaborate with HR Business Partners to support business readiness and reinforce expectations during rollout and ongoing cycles.

Measurement & Continuous Improvement

• Define OKRs/success measures to assess the effectiveness adoption quality and business impact of performance management practices.
• Partner with People Insights to analyze data surface insights and inform iterative improvements.
• Use feedback loops and data to refine processes tools and enablement over time.

Cross-Functional Partnership

• Work in close partnership with:
  • Total Rewards to align performance outcomes with compensation incentives and recognition
  • HR Systems to ensure technology supports process design and user experience
  • People Insights to measure outcomes and equity
  • Learning & Development to build performance capabilities
  • HR Business Partners to drive adoption and business alignment
• Influence without authority balancing diverse perspectives while maintaining clarity of direction and delivery accountability.

Key Experiences & Qualifications

Required

• 810 years of experience in performance management talent strategy organizational effectiveness or related HR domains.
• Proven experience designing and delivering enterprise-scale people programs including complex rollouts and change initiatives.
• Demonstrated ability to manage multi-stakeholder projects timelines and interdependencies.
• Strong track record translating strategy into execution with measurable results.
• Excellent communication facilitation and stakeholder management skills.

Preferred Backgrounds & Expertise

• Experience in one or more of the following areas:
  • HR Business Partner
  • Total Rewards
  • Learning or Experience Design
  • People or Talent Strategy

• Educational background or applied expertise in Industrial / Organizational Psychology Organizational Development or a related field.
• Experience using data and insights to evaluate program effectiveness and behavior change.
• Familiarity with modern performance management approaches (continuous and upward feedback skills-based or outcome-based performance etc.).

Key Skills & Capabilities

• End-to-end program and change delivery
• Enterprise systems and process design
• Project and risk management
• Stakeholder influence and alignment
• Data-driven evaluation and iteration
• Clear compelling communication
• Equity- and inclusion-aware performance design

Impact & Scope
Impacts large functions and leads large cross-division functional teams or projects.

Complexity
Provides highly innovative solutions to complex problems within established policy.

Disclaimer
This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties skills responsibilities knowledge etc. These may be subject to change and additional functions may be assigned as needed by management.

The pay range for this role in the U.S. is$121950to$180000USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location job-related knowledge skills and experience.

Benefits:

HP offers a comprehensive benefits package for this position including:

• Health insurance
• Dental insurance
• Vision insurance
• Long term/short term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time off policies including;
• 4-12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time with or without notice subject to applicable law.

Job -

Schedule -

Shift -

Travel -

Relocation -

Equal Opportunity Employer (EEO) -

HP Inc. provides equal employment opportunity to all employees and prospective employees without regard to race color religion sex national origin ancestry citizenship sexual orientation age disability or status as a protected veteran marital status familial status physical or mental disability medical condition pregnancy genetic predisposition or carrier status uniformed service status political affiliation or any other characteristic protected by applicable national federal state and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information review HPsEEO Policy or read about your rights as an applicant under the law here: Know Your Rights: Workplace Discrimination is Illegal