Director, Performance Management - Hybrid

About

Bloomingdale's makes fashion personal and fun, aspirational yet approachable. Our mission is to guide and inspire our customers to make style a source of creative energy in their lives. We will always strive to make Bloomingdale's like no other store in the world. Everyone plays a critical role to bring our mission to life. Regardless of position, we believe all colleagues have a voice and access to share their thoughts with every level of leadership. Our colleagues are passionate, driven, entrepreneurial and collaborative. We welcome and embrace diversity of background, thought and opinion while having a lot of fun along the way.

Job Description

The Director of Performance Management will be responsible for the management, creation and modernization of our key life-cycle strategies that drive a culture of high performance, accountability, and continuous growth. This leader will oversee performance evaluation frameworks, goal setting, feedback practices, and manager enablement programs that support business priorities and colleague development. The Director will be responsible for the discovery, design, implementation, and adoption of all practices through strong collaboration with the HR community of business partners and leaders to create an impactful experience for People Leaders and colleagues.

Performance Management

• Lead the design and execution of the annual performance cycle, including behavioral and performance assessments, calibrations, and ratings.
• Ensure performance processes are fair, transparent, and aligned with organizational goals and values.
• Partner with HR tech to scope, test, and launch system configurations, changes and updates.
• Provide in-depth and executive-level reporting and insights to inform talent and business decisions.
• Create frameworks and guidance for semi-annual manager-employee check-ins focused on performance, progress, and development.
• Enable managers to hold effective career conversations that support growth, engagement, and retention.
• Provide training, resources, and communication strategies to normalize meaningful performance and career discussions.

Goal Setting

• Design and implement a consistent, company-wide approach to goal setting, including the use of measurable KPIs that align to business goals, that enable prioritization and motivate performance at the individual level.
• Partner with leaders and HRBPs to ensure goals cascade from business strategy to team and individual levels.
• Enable individual goal ownership through establishing goal setting best practices, driving accountability and alignment through managers, toolkits, communication campaigns, and calibration practices.
• Drive process improvement effort, in partnership with HR Tech, to scale goal setting through performance management systems to reduce manual processes.

Feedback

• Build and scale year-round feedback mechanisms that reinforce a culture of continuous learning and performance.
• Develop manager enablement resources to strengthen feedback quality, frequency, and impact.
• Partner with HRBPs to embed feedback practices into daily performance management and career growth discussions.
• Measure adoption and effectiveness of feedback tools, adjusting as needed to improve outcomes.

General:

• Education/Experience: Bachelors or equivalent with 8-10 years in talent management and development, change management, or HR strategy.
• Proven experience leading impactful enterprise-wide talent management practices including talent reviews, succession planning, skills assessment and employee listening.
• Strong analytical skills with ability to analyze root cause of problems, interpret data, identify insights, create measurable solutions, and create accountability frameworks with people leaders.
• Expertise in program management, change management, and executive communication.
• Strong business acumen and ability to connect talent practices and actions to organizational goals.
• Experience embedding diversity, equity, and inclusion into performance and talent processes.
• Creates strong partnership between Talent COE team and the HR Business Partners to manage stakeholders, conduct needs assessments, design, plan for implementation, deliver, and evaluate solutions and interventions that foster alignment and further the organization's talent strategies.

Competencies:

• Influences and leads peers and stakeholders without formal authority.
• Has a growth mindset and supports personal and team members' development, seeking learning opportunities, and approaching challenges as growth opportunities.
• Builds trust through meaningful partnerships, understanding needs, and clear communication.
• Drives excellence by setting a high bar and ambitious goals, giving and acting on feedback, solving problems proactively, and maintaining objectivity and performance under pressure.
• Listens and engages with colleagues to understand their perspectives and needs.
• Fosters an inclusive environment that values each person's unique strengths, background, and perspectives.
• Thinks creatively and drives innovation. Looks towards the future and is able to leverage historical learnings and processes to evolve, but not dictate, new and existing solutions.
• Has strong business acumen and courage of conviction to connect talent practices and actions to organizational goals.