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HP
HP
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HP is a global technology and hardware company serving consumers and businesses with computing, printing, imaging, and related products. Its portfolio includes laptops and desktops, professional and gaming workstations, monitors, accessories, 3D printing systems, and services such as Instant Ink, which automates ink delivery. HP also supports product recycling and sustainability initiatives, offering a broad range of solutions for work, creativity, and everyday home use.
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Senior Performance Management Architect at HP

Shape HP’s enterprise performance approach, from goal setting and feedback to assessment and employee development. Lead program rollouts, change management, measurement, and collaboration across HR teams.

USUnited StatesTXTexasWAWashington
$116,150 – $150,000 / year
On-siteFull-timeSeniorLeadEnglish RequiredArchitect

Description

  • Set the enterprise approach to performance management, covering goals, feedback, assessments, ratings, and development.
  • Connect performance practices to business strategy, leadership expectations, and workforce priorities.
  • Integrate performance management with rewards, employee development, succession, and talent planning.
  • Lead performance initiatives from initial design through company-wide implementation.
  • Manage rollout plans, schedules, milestones, risks, and dependencies across teams.
  • Take overall responsibility for delivery results.
  • Create and deliver enablement plans for managers and employees.
  • Work with Learning to build and incorporate performance-focused learning and skill development.
  • Coordinate with HR Business Partners to prepare teams for changes and reinforce expectations.
  • Set OKRs and success measures for effectiveness, adoption, quality, and business impact.
  • Work with People Insights to analyze data, identify findings, and guide improvements.
  • Use feedback and data to improve processes, tools, and enablement.
  • Partner with Total Rewards, HR Systems, People Insights, Learning & Development, and HR Business Partners.
  • Build alignment and keep delivery on track through influence and clear direction.

Requirements

  • Bring 8–10 years of experience in performance management, talent strategy, organizational effectiveness, or a related HR field.
  • Have designed and delivered large-scale people programs, including complex rollouts and change initiatives.
  • Show ability to manage projects involving multiple stakeholders, timelines, and dependencies.
  • Demonstrate a strong record of turning strategy into execution with measurable outcomes.
  • Communicate effectively, facilitate discussions, and manage stakeholder relationships.
  • Have experience in HR business partnering, total rewards, learning or experience design, people or talent strategy, or a related area.
  • Bring education or applied expertise in industrial-organizational psychology, organizational development, or a related field.
  • Use data and insights to evaluate program effectiveness and changes in behavior.
  • Understand contemporary approaches to performance management.
  • Have delivered programs and change initiatives end to end.
  • Have experience with enterprise systems and process design.
  • Bring project and risk management experience.
  • Be able to influence stakeholders and build alignment.
  • Use data to evaluate and improve programs.
  • Design performance practices with equity and inclusion in mind.

Benefits

  • Health insurance
  • Dental insurance
  • Vision insurance
  • Short- and long-term disability insurance
  • Employee assistance program
  • Flexible spending account
  • Life insurance
  • Four to twelve weeks of fully paid parental leave, depending on tenure
  • Eleven paid holidays
  • Additional flexible paid vacation and sick leave

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