Performance Management Architect

HP•Spring, TX

About The Position

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.

Requirements

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.

Nice To Haves

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.).
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

Responsibilities

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.
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
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.
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.
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.