Principal, Performance Enablement

This position requires office presence of a minimum of 5 days per week and is only located in the location(s) posted. No relocation is offered.

The Principal Performance Enablement designs and scales AT&Ts enterprise performance management approach to support a high-performance market-based culture.

Reporting to the AVP Talent & Performance Enablement this senior individual contributor brings deep performance management expertise and strong execution discipline to strengthen differentiation accountability and business outcomes. The role is central to simplifying performance management building manager capability and embedding performance as a core business discipline.

Key Responsibilities:

1)Own Performance Management Design & Standards

• Serve as the enterprise SME for performance management design and evaluation standards
• Translate enterprise priorities into clear frameworks ratings and manager guidance
• Enable consistent evidence-based performance differentiation across teams
• Maintain consistency as the performance model evolves

2)Lead Enterprise Performance Execution

• Own end-to-end performance cycle execution including goal setting mid-year and year-end
• Manage operating rhythm timelines and governance
• Track progress mitigate risks and drive accountability across HRBPs and leaders
• Improve execution while reducing administrative burden and rework

3)Drive Performance Transformation

• Lead redesign execution through clear deliverables milestones and workstreams
• Simplify processes by reducing complexity duplication and unnecessary steps
• Coordinate across HR COEs to deliver an integrated solution
• Manage dependencies risks and delivery with disciplined program management

4)Enable Leader Capability & Accountability

• Equip leaders to set expectations assess performance objectively give timely feedback and act on outcomes
• Build practical tools including playbooks templates and decision guides
• Strengthen leader ownership of performance outcomes
• Partner with HRBPs to support adoption and close execution gaps

5) Integrate Performance with Systems Data and Rewards

• Ensure processes are intuitive streamlined and aligned to the future-state model
• Define business requirements and support system enhancements
• Provide visibility into performance outcomes trends distribution and completion
• Ensure outputs are credible inputs for compensation and talent decisions

6)Drive Simplicity and Continuous Improvement

• Identify and eliminate inefficiencies across the performance process
• Improve user experience for leaders and employees
• Reduce cycle time and increase transparency in assessment and communication
• Use data and feedback to refine the model
• Position performance management as a business tool not an administrative exercise

What Success Looks Like:

• A simpler performance model applied consistently enterprise-wide
• Stronger differentiation based on evidence and outcomes
• Reduced cycle time and administrative effort with stronger adoption
• Managers lead performance conversations with clarity and consistency
• Trusted outcomes inform compensation and talent decisions

Qualifications:

Experience

• 10 years in performance management talent management organizational effectiveness or related field
• Tenacity to keep going in the face of evolving stakeholder requests/requirements
• Deep expertise in performance evaluation frameworks rating design and manager enablement
• Experience leading large-scale performance redesign or transformation
• Proven execution of complex cross-functional initiatives in matrixed environments

Skills

• Strong expertise in performance management design and execution
• Strong program management discipline across planning governance and risk
• Ability to simplify complex concepts for leaders
• Strong senior-level stakeholder management and influence
• Analytical mindset with data-driven decision-making

Profile of the Ideal Candidate:

• Deep performance management expertise
• Balances thought leadership with scalable execution
• Brings structure without overengineering
• Drives clarity in ambiguity
• Maintains high standards for quality consistency and accountability
• Takes initiative to drive cultural change while building strong relationships with stakeholders

Our Principal Performance Enablement earns between$130700 - $196100 USD. Not to mention all the other amazing rewards that working at AT&T offers. Individual starting salary within this range may depend on geography

experience expertise and education/training.

Joining our team comes with amazing perks and benefits:

• Medical/Dental/Vision coverage
• 401(k) plan
• Tuition reimbursement program
• Paid Time Off and Holidays (based on date of hire at least 23 days of vacation each year and 9 company-designated holidays)
• Paid Parental Leave
• Paid Caregiver Leave
• Additional sick leave beyond what state and local law require may be available but is unprotected
• Adoption Reimbursement
• Disability Benefits (short term and long term)
• Life and Accidental Death Insurance
• Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
• Employee Assistance Programs (EAP)
• Extensive employee wellness programs
• Employee discounts up to 50% off on eligible AT&T mobility plans and accessories AT&T internet (and fiber where available) and AT&T phone

Joining our team comes with amazing perks and benefits:

• Medical/Dental/Vision coverage
• 401(k) plan
• Tuition reimbursement program
• Paid Time Off and Holidays (based on date of hire at least 23 days of vacation each year and 9 company-designated holidays)
• Paid Parental Leave
• Paid Caregiver Leave
• Additional sick leave beyond what state and local law require may be available but is unprotected
• Adoption Reimbursement
• Disability Benefits (short term and long term)
• Life and Accidental Death Insurance
• Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
• Employee Assistance Programs (EAP)
• Extensive employee wellness programs
• Employee discounts up to 50% off on eligible AT&T mobility plans and accessories AT&T internet (and fiber where available) and AT&T phone

Weekly Hours:

Time Type:

Location:

Salary Range:

It is the policy of AT&T to provide equal employment opportunity (EEO) to all persons regardless of age color national origin citizenship status physical or mental disability race religion creed gender sex sexual orientation gender identity and/or expression genetic information marital status status with regard to public assistance veteran status or any other characteristic protected by federal state or local addition AT&T will provide reasonable accommodations for qualified individuals with disabilities.AT&T is a fair chance employer and does not initiate a background check until an offer is made.