87 Performance Management jobs in the United States

Join Pigment: Transforming Business Planning and Performance with AI

Founded in 2019, Pigment stands out as one of the fastest-growing SaaS companies globally, redefining business planning and performance with our AI-powered platform. We empower organizations across diverse industries, including Consumer Packaged Goods, Retail, and Technology, to seamlessly integrate data, people, and processes, enabling them to plan and adapt rapidly.

With a vibrant team of over 500 professionals across North America and Europe, and offices in New York, Toronto, London, Paris, and the Bay Area, Pigment has successfully secured nearly $400 million in funding from leading global venture capitalists. Our recognition as a Visionary in the 2024 Gartner Magic Quadrant for Financial Planning Software underscores our commitment to excellence, as we proudly partner with industry leaders like Unilever, Vinci, Kayak, Siemens, and Coca-Cola.

At Pigment, we champion smart risks, celebrate bold ideas, and challenge the status quo—all as a united team. Every team member has the opportunity to make a significant impact and tackle ambitious challenges. Together, we pursue excellence with a collaborative spirit, continuously raising the bar to ensure strong performance and a proactive approach while fostering an environment of humility.

If you are passionate about innovation and wish to collaborate with some of the brightest minds in the industry, we would love to hear from you!

As a Solutions Architect, you work closely with customers to transform their existing solutions, spreadsheets, and business challenges into advanced, multi-dimensional models by designing and building corresponding Pigment applications and training customers to become self-sufficient in using the solution. You’ll also serve as a bridge between customer stakeholders and the product team, ensuring the development of the best planning platform.

• Understanding business requirements & documenting them
• Participating and/or leading User Acceptance Testing and deployment
• Integrating source software and migration solutions (connectors & APIs)
• Develop design and architecture documentation
• Lead cross-functional projects to develop and improve the best in breed methodology & processes
• Manage the quality of implementation by partners

• 3 years experience working hands on with an EPM platform as a partner, practitioner or modeler.
• 3 years experience working in consultative capacity at a large company within financial services, technology, CPG, manufacturing, etc. or a management consulting firm that implements EPM platforms for large clients.

• MBA or other relevant advanced degree preferred
• Exceptionally skilled in building complex systems and explaining them to all stakeholders so they are simple to use & maintain
• At ease with a high volume of unstructured data which you’ll need to structure & validate
• A great learner, especially of new domains; we work for very diverse customer use cases & client companies
• Ability to adapt to a rapidly changing product and respond strategically to customer needs
• Experience meeting multiple objectives in an entrepreneurial environment with little supervision

• Competitive compensation package; Annual Salary Range: 140,000 to 210,000 OTE
• Stock options to ensure you have a stake in Pigment's growth
• Comprehensive benefits, including medical, dental, & vision insurance coverage for you & your loved ones
• We encourage you to take the time you need. When you work hard, we know you also need to rest, which is why we offer generous time off and parental leave policies
• Along with one company offsite every year, we have brand new offices at the heart of major cities including New York, Toronto, Paris, London and soon San Francisco
• High-end equipment (based on stock/availability) to do your work in the best conditions
• Employer-sponsored 401(k), enabling you to prepare for retirement

• Thrive Together: We can only win as a team. We are all founders and do the right thing for our peers, Pigment customers, partners, and the planet
• Never Settle: We aim to become the best at what we do by delivering with rigor and ambition every day. Delivering means building a passionate Pigment community
• Go for it: We are biased towards action. Every action leads to learning and these learnings get us one step closer to our mission
• Be real, be humble: We are generous with our feedback, open to change our views and we approach it with empathy knowing everyone is trying to do the best for Pigment

$40,000 - 210,000 a year

We conduct background checks as part of our hiring process, in accordance with applicable laws and regulations in the countries where we operate. This may include verification of employment history, education, and, where legally permitted, criminal records. Any checks will be conducted lawfully, with candidate consent, and information will be treated confidentially.

Pigment is an equal opportunity employer. We believe diversity is a strength and fosters innovation. We are committed to enabling everyone to feel included and valued at the workplace. All qualified applicants will receive consideration for employment without regard to age, color, family, gender identity, marital status, national origin, physical or mental disability, sex (including pregnancy), sexual orientation, social origin, or any other characteristic protected by applicable laws. We may process your personal data in accordance with our HR Data Protection Notice .

Job Description

Salary:

Title: Performance Management and HR Projects Administrator

Reports to: VP Corporate Services

Department: Corporate Services/Human Resources

Location: Dalton (hybrid role - opportunity for up to 2 days per week remote work -
subject to change based on business needs)

Purpose: Responsible for the performance management and employee development programs as well as various HR projects. The main objective of this role is to enhance employee performance, productivity, and morale while aligning individual performance with NGEMCs strategic goals. This role is crucial for ensuring that NGEMCs performance management systems are effective, employees are well-trained, engaged, and committed to continuous improvement, and that HR projects are executed efficiently.

Minimum Qualifications:

Bachelor's degree in Human Resources, Business Administration, or a related field.

3+ years of experience in performance management or HR project administration.

Strong communication and presentation skills.

Excellent interpersonal and mentorship abilities.

Proficiency in HR software and performance management tools.

Ability to analyze performance data and provide actionable insights.

Strong organizational and project management skills.

Preferred Qualifications:

PHR or SHRM HR certification

Job Functions:

Performance Management:

o Develop and implement performance management policies and procedures.

o Provide training and guidance to managers and employees on performance management processes, including goal setting and performance reviews.

o Monitor the effectiveness of performance management programs and make adjustments as necessary.

o Work with managers to address performance issues and develop performance improvement plans.

o Facilitate communication between employees and managers to ensure clear expectations and understanding of performance goals.

o Provide coaching and feedback to employees to improve performance.

o Collaborate with HR and leadership teams to align performance management with compensation, succession planning, and employee development initiatives.

o Conduct analysis and reporting on performance data to inform decision-making.

o Ensure compliance with legal and ethical standards related to performance management.

Employee Development:

o Implement development opportunities for all employees to promote growth and continual learning.

o Utilize various platforms to offer in-person, virtual, and on-line learning.

o Collaborate with HR and leadership teams to determine areas of focus and future needs.

o Develop metrics to evaluate effectiveness and employee engagement.

HR Projects:

o Assist in the development and enhancement of HR project reporting.

o Support the implementation of HR projects, including tracking progress and ensuring timely completion.

o Coordinate with various departments to gather necessary information and strategic objectives.

o Assist with Corporate and HR projects as requested.

Core Competencies:

Excellent oral and written communication skills, with a strong customer service mindset.

Ability to multi-task and prioritize events.

Excellent interpersonal skills.

Ability to collaborate and cooperate with diverse team members.

Ability to prioritize projects and tasks.

Ability to utilize technology to maximize efficiencies and service.

Ability to promote safer, better, faster, and leaner work practices.

Consistently demonstrate empathy and compassion.

Experience with workforce planning and key metrics tracking.

Knowledge of legal and ethical standards in HR and performance management.

Ability to foster a positive and engaging work environment.

Core Values:

• Safety:Continually adheres to regulations and ongoing training to maintain a safe work environment for all.
• Operational Excellence:Works smart and efficiently to provide exceptional reliability and is a sound financial and economic steward. Collaborates to develop the best solutions.
• Engagement and Growth:Takes responsibility for own actions, success and growth. Expresses commitment to work hard, with a positive attitude. Demonstrates good judgement and embraces constructive criticism and challenges. Seeks opportunities to learn and share knowledge.
• Integrity:Honest, respectful, kind and trustworthy. Brings a positive influence and values diversity. Eager to own, apologize and fix mistakes promptly and follow through timely on commitments. Maintains confidentiality.
• Teamwork:Provides assistance, information or other support for the team to build or maintain relationships.
• Customer Commitment:Puts the convenience of the members and internal customers first; asks for and values opinions of those whom they serve. Provides solutions with a sense of urgency and concern while being present, open and empathetic.
• Community Minded:Desires to make a difference in the communities served by NGEMC.
• Change:Constantly seeks opportunities to develop better services and more efficient.

Physical Demands:

All requirements are subject to possible modification to reasonably accommodate individuals with disabilities (some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees). Requires physical ability in reaching, stooping, standing, walking, lifting, must be able to lift small objects with the fingers, grasping, talking, hearing, repetitive operations, and defined sedentary work. Visual acuity required with administrative machine operation.

Working Conditions:

General office environment; requires flexibility to work during emergency situations; requires flexibility to work irregular hours.

Job Description

Salary: DOE

Position Summary

Responsible for implementing and facilitating the companys quality improvement and risk management programs at the facility.

Identify opportunities to reduce risk exposure through review and analysis of data and direct observation of processes.

Provide requirements related to laws, regulations, and standards of accreditation and approval agencies, including state licensure and The Joint Commission and/or CARF, to all staff and providers.

Coordinates compliance activities with Bradfords Chief Legal Officer and oversees implementation of related policies and procedures.

Non-Negotiable Hiring Criteria

Bachelors or Associates degree in risk management, nursing or a related field.

Two or more years experience in a risk management position.

Demonstrated knowledge of laws and regulations of federal, state and local governmental agencies and with the standards, rules and regulations of accreditation agencies as applicable to the facility licensure and accreditation status.

Maintain appropriate professional boundaries and confidentiality, including a working knowledge of 45 CFR Health Insurance Portability and Accountability Act and 42 C.F.R. Part 2 Confidentiality of Alcohol and Drug Abuse Patient Records with respect to patient and potential patient identifying information and health information. This position has unrestricted access to identifying information and health information concerning patients, potential patients and participants.

Ability to compile information into professional format for presentations and reports.

Ability to work in a fast-paced environment, managing multiple responsibilities effectively.

Desired Qualifications

One or more years supervisory experience.

Skilled in utilizing Microsoft Office programs.

Primary Responsibilities

• Implement the Risk Management Program, including associated policies.
• Identify opportunities to reduce risk exposure through review and analysis of data and direct observation of processes.
• Report risk management data and issues to PIC and Bradford Risk Management leadership.
• Complete Detailed Incident Analysis (DIA) and Root Cause Analysis (RCA) when indicated by severity of incident.
• Review Incident Reports entered into the RiskQual system and identify severity level. Refer to Department Head for additional information as needed.

Primary Responsibilities Performance Improvement

• Implement the Performance Improvement Program.
• Establish expectations, develop plans and manage processes to measure, assess, and improve the quality of the organizations management, clinical and support activities.
• Measure, analyze and manage variation in the performance of defined processes that affect patient safety.
• Establish the agenda for the Performance Improvement Committee and coordinate with process owners regarding required reporting and follow-up.
• Provide quarterly Scorecard report to Bradford FMC.
• Enter Performance Improvement data into the facility shared drive spreadsheets as applicable.
• Coordinate the agenda and reports for Medical Staff meetings.
• Function as the point of contact with the survey team and/or Bradford Clinical, Risk and/or Compliance focused site visits.
• Facilitate Plans of Correction or Action Plans as a result of surveys and site visits.
• Develop, administer and oversee systems for ongoing regulatory compliance.

Join our team of more than 34,000 team members, supporting our members and communities in our Club Support Center, 235+ clubs and eight distribution centers. BJ’s Wholesale Club offers a collaborative and inclusive environment where all team members can learn, grow and be their authentic selves. Together, we’re committed to providing outstanding service and convenience to our members, helping them save on the products and services they need for their families and homes.

The Benefits of working at BJ’s

•    BJ’s pays weekly

•   Eligible for free BJ's Inner Circle and Supplemental membership(s)*

•    Generous time off programs to support busy lifestyles* 

    o Vacation, Personal, Holiday, Sick, Bereavement Leave, Jury Duty

•    Benefit plans for your changing needs*

    o Three medical plans**, Health Savings  Account (HSA), two dental plans, vision plan, flexible spending

•    401(k) plan with company match (must be at least 18 years old)

*eligibility requirements vary by position

**medical plans vary by location

The Talent Management Program Lead – Performance & Succession is responsible for the day-to-day execution and continuous improvement of BJ’s core talent programs focused on performance management and succession planning. This role ensures that our performance and talent mobility processes empower team members, equip leaders with the tools and insights to make effective talent decisions, and build organizational readiness for growing our footprint. The ideal candidate brings strong project management skills, analytical skills, attention to detail, and a growth mindset — particularly in learning to apply data and tools to drive outcomes.

Key Responsibilities

Performance Management

• Lead the planning, delivery, and cyclical execution of the enterprise-wide performance management process, including goal setting, mid-year and year-end process.
• Partner with the Manager, Talent Management to iterate on BJ’s performance philosophy, ensuring it promotes continuous feedback, accountability, and career growth to create a culture of high performance.
• Design and coordinate communications, toolkits, and stakeholder enablement to drive clarity and adoption across the business.
• Use talent data to monitor effectiveness, identify trends, and recommend process improvements.
   

Succession Planning & Talent Reviews

• Coordinate BJ’s annual talent review process in partnership with Talent Advisors and business leaders to position talent for achieving strategic business priorities.
• Ensure readiness of tools, templates, and communications to promote consistent, high-quality talent discussions and data capture.
• Guide the consistent use of talent assessment criteria and readiness indicators to drive talent calibration
• Track and report on key talent mobility metrics to ensure visibility to bench strength, internal mobility, gaps, and intentional development planning across the business.
• Enable people leaders and talent advisors with digital tools to optimize talent data and succession planning experience.
   

Operational Excellence

• Create an annual strategic roadmap to address current business needs and anticipate future opportunities aligned with evolving business priorities.
• Maintain and manage detailed planning calendars, deliverables trackers, and process documentation to ensure performance and succession cycles are executed on-time, on-budget, and zero defects.
• Partner closely with the Talent Advisor teams to co-create change management and communication strategies that enhance the adoption, clarity, and long-term efficacy of performance and succession programs among team members and business stakeholders. 
• Partner with HR technology to streamline workflows, improve team member experience, and enable data-informed decision making aligned with performance and succession programs.
   

Qualifications
 

Education and Experience

• Bachelor’s degree in Business Administration, Human Resources, Organizational Development or a related field; Master’s degree preferred.
• 5+ years of progressive experience in Talent Management, HR, or a related field,
• Proven experience designing and delivering employee experience or talent management programs in a retail or fast-paced environment.
   

Skills and Competencies

• Strong Analytical mindset with the ability to translate data into actionable insights.
• Deep understanding of talent management processes and best practices.
• Excellent project management skills with the ability to manage multiple priorities simultaneously.
• Proficiency in using HRIS (Workday), LMS, and other talent-related technology platforms.
• Exceptional communication and interpersonal skills; able to build relationships and influence at all organizational levels.

Key Attributes

• Passionate about creating a positive and meaningful experience for team members.
• Innovative thinker who can balance strategic vision with practical implementation.
• Collaborative leader who thrives in a cross-functional team environment.
• Committed to fostering a diverse, equitable, and inclusive workplace.

What We Offer

• Competitive salary and benefits package.
• Opportunities for professional growth and development.
• A dynamic and inclusive workplace culture.

This is a hybrid role. Tuesday through Thursday are in-office days at BJ's Club Support Center in Marlborough, MA and Monday and Friday are remote days.

• Define the talent management experimentation and redesign strategy.
• Lead the end-to-end design and management of A/B tests for talent management processes, including forms, questions, feedback flows, and reporting.
• Partner with cross-functional teams to design, build, and test new Workday workflows and Tableau dashboards.
• Bring external best practices to inform talent process modernization and strategic skills assessment and inventory, introducing solutions not yet tried.
• Drive precise and efficient execution of our year-end performance mgt process, working collaboratively with HRBPs, Compensation, Analytics, and People Tech
• Provide insights and recommendations based on testing outcomes and industry trends.
• Navigate the culture to influence and drive alignment across stakeholders
• Skill-Based Career Development
• Advise on best practices on moving to a more skill-based organization through skills assessments, taxonomies, and skills inventory
• Help create a skills/career roadmap for the future, leveraging best in class skills technology and integrating with other HR systems

• You know how to influence without authority and can move ideas through complex organizations.
• You can translate ambiguity into clear strategies and structured experiments.
• You have a strategic mindset in terms of planning and execution of short-term wins and a future state roadmap
• You have hands-on experience with performance management in Workday and Tableau; familiarity with setting up forms, workflows, data reporting an analysis, & data visualizations.
• You are comfortable leading cross-functional, multi-phase projects with autonomy.
• You have successfully designed and implemented innovative talent management processes at other companies, especially performance management
• You are action-oriented and comfortable balancing speed with rigor
• You are an operator who thrives in building, experimenting, and iterating with a bias for action.
• You are an exceptional program leader and can manage complex project plans with multiple cross functional stakeholders from concept through implementation
• You have an extreme eye for detail and strong skills in metrics and analytics

• 8+ years' experience in Talent Management, HR Operations, or related fields.
• Strong experience in running talent processes, especially performance management, for multiple years, in multiple companies
• Experience with skills-based assessments and implementing skills cloud technology
• Previous experience in tech or fast-paced, high-growth environments.

Als Leiter (m/w/d) Head of Process & Performance Management sind Sie maßgeblich verantwortlich für die Gestaltung, Optimierung und Steuerung unserer Facility Management Prozesse sowie die Sicherstellung der Performance- und Dienstleistersteuerung im Immobilienbetrieb. Sie haben personelle und fachliche Führungsverantwortung für die Mitarbeitenden im Sinne der Konzernführungsgrundsätze.

• Sie sind verantwortlich für die Organisation des Teams, Motivation der Mitarbeitenden, initiieren Schulungen, Weiterentwicklung und fördern Talente
• Sie steuern und koordinieren die Aufgabenerledigung und nehmen Budgetplanungsaufgaben wahr
• Sie kaskadieren die übergeordnete Strategie in den eigenen Bereich und erbringen konzeptionelle Beiträge im Rahmen übergreifender strategischer Themenstellungen
• Sie optimieren den Aufgabenbereich anhand von Kennzahlen und steigern die Prozesseffizienz und vertreten die Arbeitsergebnisse auf übergeordneter Managementebene
• Sie arbeiten in Projekten mit

Sie verfügen über ein Studium (Jura, Betriebswirtschaftslehre, Wirtschafts- oder Bauingenieurwesen) oder eine vergleichbare Berufsausbildung mit entsprechender Fachrichtung bzw. fachspezifischer Zusatzausbildung bzw. mehrjähriger Berufserfahrung im Umfeld der Dienstleistersteuerung im Facility Management.

Des Weiteren zeichnen Sie sich durch detaillierte unternehmensspezifische Kenntnisse oder außergewöhnliche Spezialkenntnisse sowie Fähigkeiten aus:

• Hervorragende Erfahrungen in der Leitung von strategisch ausgerichteten Projekten
• Nachgewiesene Fähigkeiten im Prozess- und Qualitätsmanagement (z.B. Six Sigma Black Belt)
• Ausgewiesene Expertise im Bereich Claim Management
• Umfangreiche Expertise im Management von internen und externen Stakeholdern
• Fundierte Erfahrungen im Change Management
• Sehr gute Erfahrung im Skillmanagement
• ausgeprägte Kenntnisse im Budget- und Kostenmanagement

Deutsche Telekom AG

Sie sind in der Welt zu Hause. Wir auch. In gut 50 Ländern rund um den Globus. Wir vernetzen Arbeit und Leben, unsere Produkte bereichern. Die Telekom gehört zu den größten Telekommunikationsanbietern in Europa, ist erste Wahl in der Gigabit-Gesellschaft. Hat das beste Netz und 230.000 innovative Köpfe. Werden Sie einer davon

The AVP, Talent Management strategically leads the talent management teams including Talent Acquisition, Leadership Development, Talent & Organizational Development and Learning. The AVP, Talent Management will create and cultivate a talent management strategy that includes performance management, competency-based manager training and development, change management, leadership development, learning, talent acquisition and on-boarding as well as organizational design.

This leader must possess a high capacity to understand business strategies and align resources successfully to support stakeholders across the organization. This position must partner with all stakeholders and be able to influence and gain the respect and trust of executive peers and officers. Success in this position relies on having a high capacity to build effective teams, drive change and foster the organization's culture attributes. The role combines HR proficiency and business acumen to appropriately evaluate and resolve complex talent issues within a fast paced and ever-changing environment.

• Conceptualizes and builds comprehensive frameworks to develop talent. Leads strategically through data analysis and planning; translates business strategy and business needs into a workforce plan that includes learning and development goals, programs, and solutions.
• Creates, plans and directs staffing, sourcing and retention strategies and works to position the organization as an employer of choice.
• Creates and implements initiatives focused on enhanced success of change efforts in a dynamic organization.
• Partners with stakeholders to complete and maintain effective talent reviews, succession planning, and development action planning for business continuity.
• Supports and leads talent calibrations and talent management initiatives across the organization.
• Produces meaningful metrics and talent dashboard to assess and align strategies to business needs and outcomes.
• Participates in Human Resources budget-planning and manages vendor expenses.
• Facilitates organization design and role definition sessions to align the structure to drive organization performance.
• Provides consulting support, expertise, and assistance to internal business leaders and HR partners in the areas of performance management, performance solutions, talent development, leadership development and related HR best practices to help managers improve their group's performance.
• Elevates level of executive presence and influencing skills to collaborate with executives in a coaching capacity and to engage in development/delivery of development programs and culture needs.
• Demonstrates project management and organizational skills to drive completion of projects with complex organizational relationships, varying degrees of resources and tight timeframes.
• Partners with the Senior Leadership Team and Chief People Officer on the continual refinement and strategy around culture and employee engagement.
• Critical partner in organizational design efforts of the organization to ensure the workforce structure supports the operating model and subsequent workforce changes are managed with respect and aligned with our values.

Education:

• Bachelor's degree or equivalent experience.

Experience:

• 8 years or more comprehensive experience in progressive Human Resources' roles.
• 5 years supervising and developing HR staff talent.
• Experience in learning and development program design and leadership, executive assessment, coaching and development, performance management and general talent development.
• Demonstrated experience in culture initiatives that have demonstrated true business impact.

Job Related Knowledge, Skills and Abilities (Competencies):

• Organizational skills/project management experience to drive the training design and production development process.
• Strong ability in Microsoft Office applications.
• General knowledge of learning technologies, including applicant tracking systems, use of an LMS, eLearning, etc.
• Experience in both private and public sectors is highly desired, as well as experience or knowledge in the healthcare industry.
• Prior experience working cross-functionally and/or in matrix roles while undergoing significant organizational change.
• Leadership experience leading and building teams of professionals to execute strategic initiatives.
• Use of project management techniques and tools, as well as develop executive summary business cases.
• Required behavioral attributes include organizational agility; adaptability; strategic planning; C-suite navigation skills; innovation and entrepreneurial thinking; change agent; diversity champion.
• Ability to communicate through verbal and written means with individuals, small groups and in front of large audiences at all levels of the organization, strong presentation, and group facilitation skills.
• Ability to ask appropriate questions and probe for understanding and work collaboratively to achieve desired results.
• Multi-tasking ability to manage several deliverables across more than one client group consecutively.
• Must be able to perform the essential functions of the position with or without accommodation.

Registrations, Certifications and/or Licenses:

• Certification: Senior-level SPHR (HRCI) or SCP (SHRM) certification is highly desired, as well as other qualified human resources' certifications (e.g., CEBS, CCP, ISSA, etc.).

Education:

• MBA or Masters in OD, I/O, HR preferred.

Work is performed in an office environment.

Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at or

At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.

Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers’ expectations while making a real impact for our company through our shared purpose.

When you join our company, we want you to feel valued, supported and proud to work here. That’s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.

The Government Employees Insurance Company (GEICO) is a private American auto insurance company with headquarters in Chevy Chase, Maryland. GEICO is a wholly owned subsidiary of Berkshire Hathaway and is the third largest auto insurer in the United States. In 2023, GEICO earned premiums worth over $40 billion U.S. dollars.

At Geico, our success is no secret - it's the result of investing in exceptional individuals who can provide exceptional service and solutions to our clients. We are committed to creating a culture of continuous learning and development to meet the challenges of today and tomorrow and to support our associates career aspirations.

As we continue to grow, we are seeking an experienced and dynamic leader to join our Talent Management team at GEICO at the Director level. In this role, the Director will oversee the design and implementation talent management and development efforts, and measuring performance of our associates.

Key Responsibilities:

The Director of Talent Management should be adept in working in a “start-up” environment, in order to build and implement Talent Management and Performance Appraisal processes. The Talent Director will have relevant experience and insights on the external talent management and organizational development landscape and will apply best practices to their work to support GEICO Operations and Corporate Functions.

To be successful in the role, we recommend the following qualifications and experience:

• Talent Management & Succession Planning: developing and implementing succession planning strategies to ensure a pipeline of qualified internal candidates for critical roles.
• High Potential Identification & Development: working with HR and the business to systematically identify high potential associates at various levels of the organization and plan for their future development.
• Performance Management: overseeing the employee performance appraisal process, which includes setting goals, performing evaluations, providing individual feedback, and coaching them as needed, as well as building manager capability in Performance Management processes.
• Organizational Development: working with the business to assess, design, and facilitate intervention strategies to improve organization performance and team dynamics.
• Innovation: developing and implementing strategic and innovative best practices to position HR and the company for the future.
• Collaboration and Managing Stakeholders: partnering with HR Business Partners, L&D Partners, Senior Business leaders and other stakeholders on Talent solutions.

Qualifications:

• 8+ years of relevant HR and Organizational Development experience with a significant portion focused on talent management and performance management.
• A Bachelor’s degree or equivalent work experience in lieu of a degree in Psychology, HR or related field
• Experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
• Experience working at all levels of the organization, with significant time working directly with the C-Suite
• Culture and change champion- owning and balancing the conflicts between standing still and moving forwards; believes in, helps develop, and cultivates excitement in their workplace culture.
• Solution-oriented orientation– identifying the source of a question or challenge and providing the right, or a better, way of doing things.
• Demonstrated organizational savvy and executive presence - effectively engaging with and influencing a wide range of stakeholders.

Preferred Qualifications:

• Masters degree or equivalent work experience in organizational development, industrial organizational psychology (I/O) or related field

• Preferred experience in organizational development and/or leadership development, with a mix of operational, strategic, and systems thinking experience.
• Experience working in large organizations in a Talent, Performance, Leadership Development, Learning or Organizational Development role.
• Certifications in personality/behavioral assessments, as well as, 360 assessment
• Experience with Workday and other HCM-related implementation of Talent and Performance modules

Location:

• Hybrid role at the New York City, Chevy Chase, or Dallas office.

#LI-EW1

Annual Salary

The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations.

The GEICO Pledge:

Great Company: At GEICO, we help our customers through life’s twists and turns. Our mission is to protect people when they need it most and we’re constantly evolving to stay ahead of their needs.

We’re an iconic brand that thrives on innovation, exceeding our customers’ expectations and enabling our collective success. From day one, you’ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people’s lives.

Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career – and your potential – in mind. You’ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.

Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.

As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.

Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.

• Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family’s overall well-being.
• Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.
• Access to additional benefits like mental healthcare as well as fertility and adoption assistance.
• Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.

The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.

GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.

Corporate Office - Boston, Boston, Massachusetts, United States of America

Posted Monday, July 28, 2025 at 4:00 AM

Hybrid Remote

Reporting to the Senior Director, Human Resources, the Talent Management Specialist is responsible for managing the administration of the day-to-day operations of the Talent Acquisition function. The duties and responsibilities can change regularly based on needs. The primary function is to assist the Talent Acquisition team with the pre-employment and onboarding processes for candidates and new hires. This position provides support and coordination in the consistent and effective application of policies, procedures, and practices of the Talent Acquisition function.

Essential Functions:

1. Approves automated offer letters and any other changes in status for team members.
2. Communicates with Hiring Managers throughout the hiring process to ensure the proper flow of all aspects of the pre-hire and onboarding process.
3. Responsible for the administration and management of the background check process from start to finish, keeping candidates and hiring managers informed throughout.
4. Processes and reviews background checks to ensure they meet company guidelines and reports any questionable findings to the Sr. Director, Human Resources.
5. Submits all pre-employment paperwork via DocuSign and Ceridian Dayforce, ensuring all documents are completed.
6. Manages all job postings, including posting and closing all positions in the Applicant Tracking System (Dayforce), and maintains the hiring tracking spreadsheet.
7. Sends itineraries to new hires for orientation and enters new hires into Dayforce.
8. Effectively communicates with the home office team to prepare for new hires' start dates.
9. Acts as a liaison between employees and the HR department, directing employees to the proper channels depending on their needs.
10. Manages candidate experience up to the first day of employment with Beacon.
11. Responsible for Form I-9 administration, including administering to new hires, using E-Verify, and maintaining current and past team members’ Form I-9s.

Additional Responsibilities:

1. Provides backup support to Office Assistants when needed.
2. Acts as project coordinator for various HR initiatives.
3. Cross-trains to assist other members of the HR team.
4. Allocates HR’s corporate credit card via Concur and Avid for processing.
5. Assists with the creation and maintenance of team member personnel files.

Qualifications:

1. 2-4 years of administrative experience; 1-2 years in Human Resources preferred.
2. Advanced experience with Microsoft Excel and Adobe Acrobat.
3. Excellent administrative, communication, and organizational skills, including file management, customer service, employee orientation, professionalism, organization, and teamwork.
4. Excellent analytical skills.
5. Experience with Ceridian Dayforce is highly desired.

Compensation: $75,000 - 85,000 per year
Actual compensation is influenced by skills, experience, qualifications, and location.

Benefits Offered:

• Competitive health & wellness benefits including medical, dental, and vision coverage; HSA/FSA options.
• Work-life balance with paid holidays, vacation, personal days, sick leave, wellness days, summer flex time, volunteer days, and early close Fridays.
• 401(k) retirement plan with company match.
• 100% company-paid life insurance, with options for voluntary coverage.
• Access to Employee Assistance Program (EAP), childcare & eldercare support, career development, and more.

Company Overview:

Founded in 2004, Beacon Communities LLC develops, acquires, invests in, and manages multifamily housing properties, including affordable, market rate, and mixed-income housing. We aim to make a positive difference in residents’ lives through well-planned communities.

Beacon is an Equal Opportunity Employer committed to diversity and participates in the E-Verify program.

Corporate Office - Boston, Massachusetts