Lead Engagement and Performance Management

The US Oncology Network•Dallas, TX

2d•Remote

About The Position

The US Oncology Network is looking for a Lead Engagement and Performance Management Specialist to join our team at Texas Oncology. This is a remote position and it is highly desired that the candidate reside within Texas. As a part of The US Oncology Network, Texas Oncology delivers high-quality, evidence-based care to patients close to home. Texas Oncology is the largest community oncology provider in the country and has approximately 600+ providers in 280+ sites across Texas, our founders pioneered community-based cancer care because they believed in making the best available cancer care accessible to all communities, allowing people to fight cancer at home with the critical support of family and friends nearby. Our mission is still the same today—at Texas Oncology, we use leading-edge technology and research to deliver high-quality, evidence-based cancer care to help our patients achieve “More breakthroughs. More victories.” ® in their fight against cancer. Today, Texas Oncology treats half of all Texans diagnosed with cancer on an annual basis. The US Oncology Network is one of the nation’s largest networks of community-based oncology physicians dedicated to advancing cancer care in America. The US Oncology Network is supported by McKesson Corporation focused on empowering a vibrant and sustainable community patient care delivery system to advance the science, technology, and quality of care. What does the Lead Engagement and Performance Management Specialist do: The Lead, Engagement and Performance Management is responsible for advancing a high‑performance, highly engaged workforce through the design, execution, and continuous improvement of enterprise-wide programs. This role leads key initiatives that strengthen employee experience, drive effective talent practices, and align workforce strategies with organizational goals. The position partners closely with HR, leaders, and cross-functional stakeholders to translate insights into action and enable a culture of accountability, development, and engagement.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field
5+ years’ experience in employee engagement, performance management, or related HR roles
Strong knowledge of performance management systems and engagement methodologies
Excellent analytical, interpersonal, and communication skills
Strong analytical capabilities, including ability to interpret workforce data, identify insights, and translate trends into recommendations.
Demonstrated ability to influence and partner with stakeholders at all levels
Experience with data-driven decision making and HR metrics
Experience supporting or leading enterprise-wide talent programs such as engagement surveys, performance management, talent reviews, and succession planning.

Nice To Haves

Preferred experience working in a healthcare setting and/or working with working physicians.
Demonstrated experience partnering with HR Business Partners and cross-functional stakeholders to deliver HR or talent programs.
Background working with complex or matrixed organizations is preferred.
Familiarity with survey platforms and engagement analytics tools.
Understanding of talent review frameworks, succession readiness criteria, and experience facilitating (or supporting) calibration discussions.
Ability to coach, influence, and equip leaders with performance, engagement, and talent management best practices.
Strong communication and facilitation skills, with experience supporting or coordinating sessions such as talent reviews, calibration meetings, or engagement action planning.
Skilled in change management concepts and supporting organizational transitions.
Ability to manage multiple priorities, coordinate workflows, and operate autonomously while partnering cross-functionally.

Responsibilities

People Analytics:
Lead analytics efforts that inform enterprise workforce planning and talent decisions.
Partner with HRIS team to develop Power BI dashboards to identify capability gaps, assess workforce risks, and support strategic deployment of talent.
Integrate insights from performance, engagement, and talent review processes into clear, actionable recommendations for leadership.
Employee Engagement:
Conduct advanced analysis of Employee Opinion Survey results to uncover trends and drivers of engagement.
Develop and track engagement strategies, including survey design, action planning, and longitudinal measurement.
Present key findings, insights, and recommendations to HR and business leadership to drive improved morale, connection, and retention.
Performance Management:
Support the design, communication, and execution of the annual performance management cycle, including goal setting, check-ins, and year‑end reviews.
Ensure tools, resources, and guidance support managers in delivering effective performance conversations
Talent Review & Succession Planning
Partner directly with the Director of Talent Management to co‑design and implement the enterprise talent review strategy, ensuring alignment with organizational priorities and future capability needs.
Collaborate closely with HR Business Partners, who will facilitate TRPs across the organization, by providing tools, guidance, facilitation materials, and coaching to ensure consistent execution of the process.
Lead the planning, coordination, and enterprise-level oversight of the talent review cycle, including readiness assessments, calibration sessions, and talent mapping.
Work with HR leadership to enhance succession planning frameworks, identify critical roles, and support the development of successor pipelines and risk‑mitigation strategies.
Conduct advanced analysis of talent data to identify capability gaps, high-potential talent, successor readiness, and mobility trends; translate insights into clear recommendations for senior leaders.
Integrate outcomes from talent reviews into broader performance, engagement, learning, and workforce planning strategies.
Maintain ongoing visibility into leadership bench strength and internal talent movement to support strategic workforce planning.
Workday:
Collaborate with HRIS to optimize performance and engagement processes within Workday.
Generate and interpret Workday reports to support business insights and decision-making.
Leadership Coaching & Engagement:
Equip managers with best practices in employee engagement, performance management, communication, recognition, and development planning.
Facilitate training sessions and provide targeted guidance to support leader capability and consistency.
Program Development:
Design, implement, and evaluate recognition, wellness, and career development programs that enhance employee experience and support organizational growth.
Partner with internal stakeholders to ensure programs are scalable, inclusive, and aligned to organizational culture.
Change Management
Lead or support change initiatives related to engagement, performance, and broader people programs.
Develop communication plans, stakeholder alignment strategies, and training to drive adoption and smooth transitions.
Compliance and Best Practices:
Ensure all programs and processes comply with applicable laws, regulations, and organizational policies.
Continuously benchmark industry trends, innovations, and best practices to guide program enhancements.