Senior Performance Management Analyst

Western Governors University•Salt Lake, UT

6d•Hybrid

About The Position

If you’re passionate about building a better future for individuals, communities, and our country—and you’re committed to working hard to play your part in building that future—consider WGU as the next step in your career. Driven by a mission to expand access to higher education through online, competency-based degree programs, WGU is also committed to being a great place to work for a diverse workforce of student-focused professionals. The university has pioneered a new way to learn in the 21st century, one that has received praise from academic, industry, government, and media leaders. Whatever your role, working for WGU gives you a part to play in helping students graduate, creating a better tomorrow for themselves and their families. The salary range for this position takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At WGU, it is not typical for an individual to be hired at or near the top of the range for their position, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: Grade: Professional 310 Pay Range: $88,300.00 - $132,400.00

Requirements

Advanced knowledge of performance management practices, frameworks, and program administration, including annual cycles, goal-setting, feedback processes, stakeholder enablement, and continuous improvement methods.
Strong understanding of pay-for-performance concepts and the ability to connect performance processes, employee experience, and organizational priorities in recommendations and program improvements.
Advanced knowledge of Workday and talent technologies, including the ability to define business requirements, support optimization, guide testing, and troubleshoot complex issues.
Strong analytical capability with the ability to interpret process outcomes, participation trends, operational pain points, and stakeholder feedback and translate findings into actionable recommendations.
Strong process improvement and problem-solving skills, including the ability to identify root causes, manage ambiguity, and improve workflows, governance, standards, and user experience.
Strong communication, consultation, and influence skills, with the ability to guide leaders and partners through process expectations, changes, risks, and recommended actions.
Ability to lead cross-functional initiatives, manage complex or sensitive workstreams, and balance recurring operational responsibilities with enhancement and implementation efforts.
Ability to establish or refine documentation, controls, and standard operating practices that improve reliability, scalability, and program consistency.
Ability to exercise substantial independent judgment, handle escalated issues, and serve as a subject matter resource for performance management processes, systems, and practices.
Ability to mentor or guide less experienced team members and support adoption of improved practices, tools, and processes.
Bachelor’s degree in a related area
5 years of related experience in performance management, talent management, HR operations, HR technology/process administration, organizational effectiveness support, or a related field.
Advanced knowledge and experience using Workday
A minimum of a high school diploma/GED is required.

Nice To Haves

Experience in lieu of education Equivalent relevant experience performing the essential functions of this job may substitute for education degree requirements. Generally, equivalent relevant experience is defined as 1 year of experience for 1 year of education and is the discretion of the hiring manager.

Responsibilities

Lead and oversee core performance management processes, including annual review cycles, goal-setting activities, feedback practices, and associated readiness, execution, issue resolution, and post-cycle improvements.
Perform the foundational responsibilities of the function, including user support, resource stewardship, system coordination, communications, and process administration, while ensuring quality, consistency, and scalability.
Own and enhance complex performance management workflows, standards, and governance practices to improve efficiency, user experience, and alignment with organizational priorities.
Serve as the senior functional lead for Workday talent and performance processes, defining business requirements, supporting configuration strategy, coordinating testing, troubleshooting complex issues, and driving optimization in partnership with HRIS and other stakeholders.
Develop and refine enterprise-facing communications, toolkits, guides, and training approaches that improve leader and employee understanding, process adoption, and capability.
Analyze process outcomes, participation trends, stakeholder feedback, and operational pain points to identify root causes, evaluate effectiveness, and recommend enhancements.
Lead cross-functional initiatives and larger workstreams related to performance program enhancements, tool implementations, process redesigns, and change management efforts.
Advise HR and business leaders on performance management practices, process implications, readiness considerations, and approaches to sustain consistency and adoption.
Establish or refine documentation, controls, and standard operating practices that support reliable execution and stronger program governance.
May mentor less experienced analysts or provide guidance on escalated issues, project work, and process decisions.
Perform other duties as assigned.