Talent & Performance Manager

Overview

We are seeking a Talent & Performance Manager to drive the development, engagement, and effectiveness of our workforce. This role is responsible for designing and managing performance frameworks, talent development programs, and succession planning strategies that align with business goals. You will partner closely with leadership to ensure we are attracting, developing, and retaining high-performing associates.

Key Responsibilities

Performance Management

• Design, implement, and continuously improve performance review processes
• Partner with managers to set clear goals, KPIs, and performance expectations
• Coach leaders on delivering effective feedback and managing underperformance
• Analyze performance data to identify trends and recommend improvements

Talent Development

• Build and manage learning and development programs (leadership training, career advancement/growth pathways, etc.)
• Identify skill gaps and create targeted development initiatives
• Support individual development plans (IDPs) across teams

Talent Strategy and Succession Planning

• Develop succession planning frameworks for key roles
• Identify high-potential associates and create growth pathways
• Partner with HR and leadership on workforce planning/org design

Associate Engagement & Retention 

• Design initiatives to improve engagement, satisfaction, and retention
• Analyze associate feedback (AOS, exit interviews) and act on insights
• Support a culture of continuous feedback and growth

Data & Reporting

• Track and report on talent metrics (performance ratings, retention, promotion rates, etc.)
• Use data to inform leadership decisions and improve talent outcomes

Criteria

• 5+ years in HR, talent management, performance management, or related field
• Strong understanding of performance management frameworks and talent development strategies
• Experience working with senior leaders and influencing decision-making
• Excellent communication and coaching skills
• Analytical mindset with experience using HR data and tools
• Bachelor’s degree in HR, Business, Psychology, or related field (Master’s preferred but not required)
• Experience with HRIS or performance management platforms (prefer Oracle)
• Experience in organizational development or leadership coaching preferred
• Change management experience

What Success Looks Like

• Clear, consistent performance standards across the organization
• Increased associate engagement and retention
• Strong leadership pipeline and internal mobility
• Managers who confidently coach and develop their teams

Role Success Criteria

1.Performance Management Effectiveness 

• Performance review process is consistent, on-time, and adopted across teams
• Managers demonstrate clear goal-setting and regular feedback habits
• Measurable improvement in manager capability

2. Talent Development Impact 

• Participation and completion rates in development programs
• Evidence that development programs lead to skill growth or role readiness
• Increased cross functional mobility through promotions and lateral moves

3. Succession & Pipeline Strength

• Identified successors for critical roles
• Bench strength measured by ready-now and ready-soon talent
• Reduction in time-to-fill for leadership roles
• Increased internal fill rate

4. Associate Engagement & Retention

• Improvement in metrics (AOS scores, exit interviews, etc) related to career development, manager effectiveness, and performance feedback
• Reduction in regrettable attrition among high performers and high-potential talent
• Increased retention of critical talent and key roles
• Development and execution of action plans based on AOS and listening sessions results

5. Data-Driven Decision Making

• Regular reporting on talent metrics that leaders actively use
• Ability to translate data into specific actions
• Demonstrated impact of initiatives through before-and-after metrics

6. Leadership & Stakeholder Influence

• Managers and executives trust and seek out guidance
• Evidence of behavior change in leaders
• Ability to challenge constructively and influence outcomes

Our Culture & Values
We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing.
 
 
People First
Putting People First means investing in overall well-being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available:
 
Benefits
A generous discount on all WSI brands
A 401(k) plan and other investment opportunities
Paid vacations, holidays, and time off to volunteer
Health benefits, dental and vision insurance, including same-sex domestic partner benefits
Tax-free commuter benefits
A wellness program that supports your physical, financial and emotional health
 
Continued Learning
In-person and online learning opportunities through WSI University
Cross-brand and cross-function career opportunities
Resources for self-development
Advisor (Mentor) program
Career development workshops, learning programs, and speaker series
 
 
WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H-1B or other employment-based immigration).

This role is not eligible for relocation assistance.

Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.

The expected starting pay range for this position is $110,000-$125,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job-related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities.

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