Job description

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 company’s 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 • 8–10 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. The pay range for this role is $116,150 to $150,000 USD 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 - Human Resources Schedule - Full time Shift - No shift premium (United States of America) 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 HP’s EEO Policy or read about your rights as an applicant under the law here: “ Know Your Rights: Workplace Discrimination is Illegal "

Requirements

Must-haves

Performance Management Architect
Description -
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

Nice-to-haves

Preferred Backgrounds & Expertise

Application prep

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Platform: eightfold
Effort: medium

Benefits

Benefits detected in the listing.

Health Insurance

Dental

Vision

Parental Leave