Performance Management Architect

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.

Key Responsibilities

Performance Management Ecosystem Design

• 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.

Rollout, Delivery & Program Management

• 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

Stakeholder Enablement & Change Leadership

• 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.

Measurement & Continuous Improvement

• 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.

Cross-Functional Partnership

• 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.

Key Experiences & Qualifications

Required

• 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.

Preferred Backgrounds & Expertise

• Experience in one or more of the following areas:
  • HR Business Partner
  • Total Rewards
  • Learning or Experience Design
  • People or Talent Strategy

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