Performance Management Lead

The Performance Management Design Lead will be responsible for designing, validating, and implementing a firm-wide performance management framework that aligns with business objectives, firm values, and talent strategies. This role will involve collaborating with senior stakeholders across the firm to ensure the framework supports a high-performance culture, enables effective feedback, drives behavior change among managers, and links seamlessly with reward structures. The next phase of this initiative will involve rolling out the new performance management system within Workday.

Key Responsibilities:
Performance Management Design & Validation:

1. Design a performance management framework that aligns with the firm's strategic goals, values, and talent priorities.
2. Ensure the framework supports partners, associates, business services teams, and legal professionals across multiple jurisdictions.
3. Validate the design with key stakeholders (e.g., partners, HR leaders, business leaders) through workshops, focus groups, and iterative feedback.
4. Incorporate best practices in continuous feedback, goal setting, and performance conversations.

Driving Behavior Change Among Managers:

1. Develop a strategy to equip managers and partners with the skills to conduct meaningful performance conversations.
2. Design interventions (e.g., training, coaching, nudges) to shift manager behaviors toward proactive, constructive feedback and evidence-based decision-making.
3. Identify barriers to behavioral change and propose targeted solutions (e.g., incentives, toolkits, leadership training).

Linking Performance to Reward:

1. Define how performance outcomes will drive promotion, bonuses, and other reward mechanisms.
2. Work with Reward & Compensation teams to ensure equity, transparency, and alignment with business objectives.
3. Ensure that the billable hours model does not overshadow broader performance indicators such as client feedback, collaboration, and knowledge-sharing.

Feedback Culture & Continuous Improvement:

1. Design a continuous feedback model, ensuring performance conversations are not limited to annual reviews.
2. Define structured mechanisms for peer feedback, upward feedback, and client feedback integration.
3. Leverage behavioral science principles to make feedback timely, actionable, and psychologically safe.

Change Management & Communications:

1. Develop a firm-wide change and communication strategy to support the roll-out of the new framework.
2. Craft tailored messaging for partners, associates, business services, and HR teams to secure buy-in.
3. Collaborate with internal communications teams to drive adoption through campaigns, digital platforms, and leadership endorsements.

Workday Implementation & Technology Enablement:

1. Partner with HRIS teams to translate the performance management framework into Workday workflows.
2. Ensure Workday configurations support goal setting, real-time feedback, performance reviews, and reporting.
3. Drive adoption through training sessions and user support.

Key Skills & Experience Required:
Essential Skills & Experience:

1. Significant experience in performance management design within a global, professional services or law firm environment.
2. Expertise in behavioral change, coaching, and leadership development.
3. Experience linking performance management with reward, career progression, and talent strategies.
4. Strong stakeholder management skills, with the ability to influence partners and senior leaders.
5. Knowledge of Workday Performance & Talent modules and experience implementing performance management processes in HRIS.
6. Proven track record of designing and delivering change management strategies.
7. Excellent communication skills, with the ability to simplify complex processes and drive engagement.

Desirable Skills & Experience:

1. Experience in legal, consulting, or professional services firms.
2. Familiarity with data-driven performance analytics and workforce insights.
3. Certification in coaching, change management (e.g., PROSCI), or leadership development methodologies.

What Success Looks Like in This Role:

1. A performance management framework that is widely adopted, enhances feedback culture, and aligns with firm values.
2. Managers and partners demonstrate behavior change, using effective feedback and coaching techniques.
3. A smooth Workday implementation, integrating performance management seamlessly into day-to-day operations.
4. Strong alignment between performance outcomes, reward mechanisms, and career progression.
5. High levels of engagement and satisfaction from employees regarding performance conversations.