Performance Management Specialist

Bison Rail Systems•TBD, NJ

1d•Remote

About The Position

This role coordinates the internal side of a new performance management program. Working alongside an external consultant, you will translate best practices into forms, processes, and training that fit both office-based and field-based employees. You will coordinate development through Q4 2026, help launch the program company-wide on January 1, 2027, support the first quarterly review cycle, and hand the program off to the HR team by April 2027. Success means every employee, from design engineers working from home to craft and field staff on rail projects, understands how they are evaluated, and every supervisor is equipped to run fair, consistent reviews.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or equivalent experience.
2-3 years of HR experience, including at least 2 years designing or administering performance management programs; OR a Master's degree in Organizational Development, Industrial-Organizational Psychology, Human Resources, or a related field in lieu of experience.
Experience or graduate coursework in developing evaluation forms, rating scales, and competency frameworks.
Ability to design and deliver training to supervisors and employees, both virtually and in person.
Strong organizational and project coordination skills, with the ability to manage multiple deadlines.
Familiarity with HR compliance and confidentiality requirements across multiple U.S. states.
Strong written communication skills, with the ability to write clearly for both office and field audiences.
Proficiency with Microsoft Office/Google Workspace and HRIS or performance management software.

Nice To Haves

Experience in engineering, construction, rail, transit, or another field-based or safety-sensitive industry.
Experience supporting a distributed workforce that includes remote employees.
Experience supporting a distributed workforce that includes remote employees and on-site field crews.
Familiarity with union environments or collective bargaining agreements.
SHRM-CP/SHRM-SCP, PHR/SPHR, or a training/OD certification.
Experience launching a new HR program company-wide, including change management.

Responsibilities

Serve as the day-to-day internal point of contact for the external consultant; track the project plan, schedule meetings, and keep deliverables on deadline.
Gather input from leadership, HR, project managers, and field supervisors to define performance expectations, competencies, and rating criteria.
Develop the annual performance review form and the quarterly evaluation form, ensuring they work for both remote/office roles and field/on-site roles.
Align forms and criteria with company values, job descriptions, safety expectations, and client/transit-property requirements (e.g., safety compliance, roadway worker protection, quality standards).
Draft the program policy, guidelines, rating definitions, review calendar, and escalation process.
Coordinate legal and compliance review to ensure the program is consistent across states and with any applicable union or collective bargaining agreements.
Work with HRIS/IT to configure forms and workflows in the performance system, or set up a practical alternative (fillable forms, mobile-friendly access) for field employees.
Build the communication plan: announcements, FAQs, employee guides, and timeline notices for all employees.
Ensure field employees without regular computer access receive information through supervisors, job-site briefings, printed materials, or mobile options.
Launch the program company-wide effective January 1, 2027.
With the consultant, develop training on setting goals, giving feedback, documenting performance, conducting quarterly check-ins and annual reviews, and avoiding rating bias.
Deliver training to all supervisors and managers in multiple formats: live virtual sessions, in-person sessions at offices or project sites, and recorded/self-paced modules.
Create job aids, conversation guides, and sample completed forms.
Track training completion and provide follow-up coaching where needed.
Act as the go-to resource for employees and supervisors with questions about the program.
Monitor completion of quarterly evaluations; send reminders and report status to leadership.
Review completed evaluations for consistency and quality; identify calibration needs.
Collect feedback after the first quarterly cycle and recommend improvements to forms, process, and training.
Before the assignment ends, hand off all materials, documentation, and an ownership plan to the HR team so the program runs smoothly without this role.