Senior Performance Management Analyst

Western Governors University•Salt Lake City, UT

1d•$88,300 - $132,400•Onsite

About The Position

The Senior Performance Management Analyst leads complex performance management initiatives and serves as an advanced individual contributor responsible for strengthening the organization’s performance management framework, tools, and practices. This role retains ownership of core program administration while taking on broader responsibility for process design, governance, stakeholder consultation, cross-functional implementation, systems optimization, and continuous improvement. The Senior Analyst operates with substantial independence, addresses complex and escalated issues, and influences decisions through data-informed recommendations and subject matter expertise.

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.