Principal, Performance Enablement

AT&T

Principal designs and implements performance management at AT&T, requiring deep expertise and senior stakeholder management. Focus on improving accountability and business outcomes in a matrixed environment.

Posted 7/22/2026full-timeDallas • Texas • 🇺🇸 United StatesLead💰 $130,700 - $196,100 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates extensive expertise in performance management design, evaluation frameworks, and transformation initiatives, with a focus on driving accountability and improving execution across teams. Proven ability to simplify processes and integrate performance management with systems and data to enhance organizational effectiveness.

Highest-signal resume keywords

Performance Management DesignPerformance Evaluation FrameworksLarge-Scale Performance RedesignCross-Functional Initiative ExecutionStakeholder Management

ATS Keywords

Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Performance ManagementTalent ManagementOrganizational EffectivenessGoal SettingProgram ManagementData AnalysisProcess ImprovementRisk MitigationPerformance DifferentiationManager Enablement

Soft Skills

TenacityLeadershipCommunicationCollaborationAccountability

Tools & Technologies

Performance Management SystemsData Visualization ToolsHR SoftwareFeedback ToolsDecision Guides

Industry Keywords

Performance TransformationEvidence-Based PerformanceOperating RhythmGovernanceContinuous Improvement

About the role

Key responsibilities & impact

Own Performance Management Design & Standards
Serve as the enterprise SME for performance management design and evaluation standards
Translate enterprise priorities into clear frameworks, ratings, and manager guidance
Enable consistent, evidence-based performance differentiation across teams
Maintain consistency as the performance model evolves
Lead Enterprise Performance Execution
Own end-to-end performance cycle execution, including goal setting, mid-year, and year-end
Manage operating rhythm, timelines, and governance
Track progress, mitigate risks, and drive accountability across HRBPs and leaders
Improve execution while reducing administrative burden and rework
Drive Performance Transformation
Lead redesign execution through clear deliverables, milestones, and workstreams
Simplify processes by reducing complexity, duplication, and unnecessary steps
Coordinate across HR COEs to deliver an integrated solution
Manage dependencies, risks, and delivery with disciplined program management
Enable Leader Capability & Accountability
Equip leaders to set expectations, assess performance objectively, give timely feedback, and act on outcomes
Build practical tools, including playbooks, templates, and decision guides
Strengthen leader ownership of performance outcomes
Partner with HRBPs to support adoption and close execution gaps
Integrate Performance with Systems, Data, and Rewards
Ensure processes are intuitive, streamlined, and aligned to the future-state model
Define business requirements and support system enhancements
Provide visibility into performance outcomes, trends, distribution, and completion
Ensure outputs are credible inputs for compensation and talent decisions
Drive Simplicity and Continuous Improvement
Identify and eliminate inefficiencies across the performance process
Improve user experience for leaders and employees
Reduce cycle time and increase transparency in assessment and communication
Use data and feedback to refine the model
Position performance management as a business tool, not an administrative exercise

Requirements

What you’ll need

10+ years in performance management, talent management, organizational effectiveness, or related field
Tenacity to keep going in the face of evolving stakeholder requests/requirements
Deep expertise in performance evaluation frameworks, rating design, and manager enablement
Experience leading large-scale performance redesign or transformation
Proven execution of complex, cross-functional initiatives in matrixed environments

Benefits

Comp & perks

Medical/Dental/Vision coverage
401(k) plan
Tuition reimbursement program
Paid Time Off and Holidays (based on date of hire, at least 23 days of vacation each year and 9 company-designated holidays)
Paid Parental Leave
Paid Caregiver Leave
Additional sick leave beyond what state and local law require may be available but is unprotected
Adoption Reimbursement
Disability Benefits (short term and long term)
Life and Accidental Death Insurance
Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
Employee Assistance Programs (EAP)
Extensive employee wellness programs
Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phone