Manager, Performance Management

Ally Bank•Detroit, MI

21h•Hybrid

About The Position

The Manager of Performance Management leads the design, execution, and continuous improvement of enterprise performance management practices, while contributing to broader talent strategies that strengthen manager effectiveness and talent decisions. The role owns key parts of the performance experience, from objective setting and ongoing feedback through year-end evaluations and calibration, and uses research, data, and stakeholder input to develop simple, scalable, and defensible practices. The role shapes the performance management strategy and roadmap, develops frameworks and resources for managers, evaluates practice effectiveness, and leads process simplification in partnership with HR Technology and Operations. It establishes standards, documentation, decision frameworks, controls, and governance to support consistent talent decisions. The manager partners across HR and the business to drive adoption and connect performance practices with broader talent and business processes. Related priorities include assessment, skills validation, talent decision frameworks, and emerging uses of technology and AI. The position leads complex cross-functional initiatives and influences stakeholders at multiple levels. This role follows a hybrid schedule at Ally's Detroit, Michigan, or Charlotte, North Carolina office. Specific work requirements will be discussed during hiring and may change based on leadership discretion or business needs.

Requirements

Bachelor's degree in Human Resources, Business, Industrial-Organizational Psychology, Organizational Development, or a related field, or equivalent practical experience.
At least 7 years of relevant experience in performance management, talent management, organizational effectiveness, HR consulting, I/O psychology, or a related talent discipline.
Experience designing, managing, or improving complex enterprise talent or HR practices.
Strong knowledge of objective setting, feedback, coaching, performance evaluations, ratings, and calibration.
Ability to translate strategy, research, and stakeholder needs into practical, scalable solutions.
Strong analytical and problem-solving skills, including the use of quantitative and qualitative information to identify insights and recommend action.
Strong consulting, facilitation, communication, and stakeholder-management skills, with the ability to influence without direct authority.
Strong project and program management skills and ability to lead complex cross-functional work in a matrixed environment.
High school diploma or GED equivalent.

Nice To Haves

Advanced degree in I/O Psychology, Organizational Development, Human Resources, Business, or a related discipline.
Experience with manager effectiveness, assessment, leadership development, skills, or other enterprise talent practices.
Experience applying research, measurement, assessment, or job-analysis principles to talent practices and decisions.
Experience with Workday or other enterprise HR technology, people analytics, employee listening, or change and adoption.
Experience in a large, complex, matrixed, or regulated organization; financial services experience is a plus.

Responsibilities

Lead enterprise performance management practices, including objective setting, ongoing feedback and coaching, evaluations, ratings, and calibration.
Shape the performance management strategy and roadmap, identifying opportunities to improve effectiveness, simplify processes, and strengthen the employee and manager experience.
Develop practical frameworks, tools, and resources to help managers set expectations, provide meaningful feedback, coach performance, differentiate outcomes, and support development.
Translate strategy into scalable practices that balance business needs, employee experience, technology capabilities, governance requirements, and operational feasibility.
Use employee and manager feedback, process measures, talent outcomes, and external research to evaluate effectiveness and recommend improvements.
Lead process simplification and partner with HR Technology and Operations to improve workflows, systems, and user experiences.
Establish standards, documentation, decision frameworks, controls, and governance that support consistent and defensible talent decisions.
Partner across HR and the business to drive adoption and connect performance practices with broader talent and business processes through enablement, communications, and change strategies.
Contribute to talent and manager-effectiveness priorities, including assessment, skills validation, talent decision frameworks, and emerging uses of technology and AI.
Lead complex cross-functional initiatives, manage competing priorities, and influence stakeholders at multiple levels.

Benefits

At least 20 paid time off days, 11 paid holidays, and 8 hours of volunteer time off yearly; amounts may be prorated and vary by employment status and management level.
401(k) retirement savings plan with matching and company contributions.
Student loan pay-down and 529 educational savings assistance programs.
Tuition reimbursement.
Employee stock purchase plan.
Financial learning center and financial coach access.
Flexible medical, dental, and vision insurance options.
Life insurance and short- and long-term disability insurance.
Health Savings Account with employer contributions and Healthcare FSA.
Critical illness, accident, and hospital indemnity insurance.
Total well-being program supporting physical, social, emotional, and financial well-being.
Adoption, surrogacy, and fertility assistance.
Paid parental and caregiver leave.
Dependent Day Care FSA, backup child and adult/elder care days, and childcare discounts.
Employee Assistance Program.
Subsidized and discounted Weight Watchers program and other employee discount programs.
May be eligible for travel allowances, relocation assistance, a signing bonus, and/or equity depending on the role.
Annual incentive plan participation.