Workforce Performance Lead

Entrega•Troy, MI

15h•Onsite

About The Position

Entrega is seeking a highly capable, results-oriented Workforce Performance Lead to help build and operate the practices, processes, and programs that enable employees to perform effectively and managers to lead consistently. This is not a traditional Human Resources role. The Workforce Performance Lead will focus on improving workforce performance by helping establish clear expectations, effective performance practices, stronger managers, meaningful employee development, and consistent follow-through when performance does not meet expectations. Working closely with the Director of Workforce Performance & Operations and leaders throughout the organization, this role will help design, implement, and continuously improve Entrega's approach to employee performance, manager effectiveness, performance improvement, learning and development, and workforce capability. The Workforce Performance Lead will combine strong business judgment with structured execution. The successful candidate will not simply administer programs or coordinate activities. They will help translate business and workforce needs into practical processes, tools, training, expectations, and interventions that improve how people and managers perform. This role requires someone who is comfortable working directly with managers, asking good questions, identifying performance gaps, bringing structure to ambiguous situations, and following issues through to meaningful resolution. This is an opportunity to help build a differentiated workforce performance capability within a growing professional services firm. The right candidate will have the opportunity to influence how Entrega develops managers, strengthens employee performance, builds workforce capabilities, and creates a culture of accountability, development, and continuous improvement.

Requirements

5+ years of progressive professional experience in workforce performance, talent management, organizational development, learning and development, people operations, management consulting, business operations, Human Resources, or a related field.
Demonstrated experience helping managers improve employee performance, address performance challenges, or strengthen management effectiveness.
Experience designing, implementing, or improving organizational programs, processes, or operating practices.
Experience developing practical tools, frameworks, training, or processes that managers can use effectively.
Experience working across multiple functions and levels of an organization.
Strong understanding of employee performance, manager effectiveness, coaching, feedback, and employee development.
Strong business judgment and ability to understand workforce issues in the context of organizational performance.
Ability to diagnose problems, identify root causes, and translate findings into practical actions.
Strong process orientation and ability to design structured, repeatable ways of working.
Ability to move from concept to implementation and follow initiatives through adoption and measurable results.
Strong planning, organization, and follow-through.
Ability to manage multiple priorities, initiatives, and open actions simultaneously.
Strong facilitation, coaching, and interpersonal skills.
Ability to constructively challenge managers while maintaining productive working relationships.
Strong written and verbal communication skills.
Ability to handle sensitive workforce matters with professionalism, discretion, and sound judgment.
Strong analytical skills and comfort using data and observations to identify workforce trends and performance gaps.
Continuous improvement mindset and willingness to challenge practices that are not producing effective results.
Ability to operate effectively in a growing organization where processes and capabilities are still being developed.

Nice To Haves

Experience facilitating training, coaching managers, or supporting employee development initiatives preferred.
Experience in a professional services, technology, consulting, or other performance-driven business environment is preferred.
Bachelor's degree in Business Administration, Organizational Development, Human Resources, Industrial/Organizational Psychology, Management, Learning & Development, or a related field preferred.
Relevant professional experience may be considered in place of a specific field of study.
Professional certifications in Human Resources, organizational development, coaching, learning and development, or related disciplines are helpful but not required.

Responsibilities

Help design, implement, and continuously improve Entrega's workforce performance practices and processes.
Support managers in establishing clear performance expectations, responsibilities, and standards for employees.
Help managers identify, understand, and address employee performance gaps.
Develop structured approaches for performance coaching, corrective action, and performance improvement.
Support the development and administration of performance reviews, performance discussions, and related workforce performance practices.
Help ensure performance concerns are addressed consistently, appropriately, and in a timely manner.
Track significant performance matters and actions through resolution.
Identify recurring workforce performance trends, gaps, and opportunities requiring broader organizational action.
Help managers develop the capabilities required to lead employees effectively and consistently.
Coach and support managers on setting expectations, providing feedback, addressing performance concerns, developing employees, and managing difficult workforce situations.
Develop practical manager tools, guides, templates, and operating practices.
Help establish consistent management expectations and reinforce effective management behaviors across the organization.
Identify manager capability gaps and recommend appropriate development, coaching, training, or intervention.
Support new and existing managers as they build stronger people-management capabilities.
Help identify organizational, functional, managerial, and employee capability needs.
Develop and coordinate learning and development initiatives aligned with business and workforce requirements.
Support the development of manager training and leadership development programs.
Coordinate professional development programs relevant to Entrega's professional services workforce.
Support required organizational training, including security and other company-wide learning requirements.
Evaluate the effectiveness of learning and development activities and recommend improvements.
Help create development approaches that connect employee growth with organizational capability needs.
Design and document repeatable workforce performance processes, standards, tools, and procedures.
Translate workforce and management challenges into practical operating solutions.
Identify gaps, inconsistencies, or ineffective practices and recommend improvements.
Establish appropriate workflows, responsibilities, checkpoints, documentation, and escalation paths.
Help ensure new performance practices are successfully implemented and consistently followed.
Monitor adoption and effectiveness and make adjustments when processes are not producing the intended results.
Partner with other Workforce Performance & Operations functions to ensure workforce practices operate as an integrated system.
Maintain visibility into significant workforce performance activities, issues, trends, and development needs.
Develop and maintain appropriate performance metrics, reports, and management information.
Analyze workforce performance information to identify patterns, risks, and opportunities.
Provide leaders with clear, actionable information that supports better workforce decisions.
Track commitments, interventions, and improvement activities through completion.
Help evaluate whether workforce programs and practices are producing measurable improvements.
Serve as a trusted resource to managers navigating employee performance and development situations.
Work directly with employees and managers to support performance, development, and workplace effectiveness.
Approach sensitive situations with professionalism, sound judgment, objectivity, and appropriate confidentiality.
Partner with HR Operations on matters involving employment requirements, policies, compliance, or employee relations considerations.
Escalate significant workforce risks and performance matters appropriately.
Balance employee support with clear organizational expectations and accountability.