Principal, Performance Enablement

1)  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 2)  Lead Enterprise Performance Execution Own end-to-end performance cycle execution managing operating rhythm, timelines, and governance Track progress, mitigate risks, and drive accountability across HRBPs and leaders 3)  Drive Performance Transformation Simplify processes by reducing complexity, duplication, and unnecessary steps Coordinate across HR COEs to deliver an integrated solution 4)  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 5 ) 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 6)  Drive Simplicity and Continuous Improvement Identify and eliminate inefficiencies across the performance process Improve user experience for leaders and employees Position performance management as a business tool, not an administrative exercise Qualifications : 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 Strong expertise in performance management design and execution Strong program management discipline across planning, governance, and risk Ability to simplify complex concepts for leaders Strong senior-level stakeholder management and influence Analytical mindset with data-driven decision-making Profile of the Ideal Candidate: Deep performance management expertise Balances thought leadership with scalable execution Brings structure without overengineering Drives clarity in ambiguity Maintains high standards for quality, consistency, and accountability Takes initiative to drive cultural change while building strong relationships with stakeholders 

Our Principal Org Development jobs earn between $130,700.00 - $196,100.00 USD Annual. Not to mention all the other amazing rewards that working at AT&T offers. Individual starting salary within this range may depend on geography, experience, expertise, and education/training.
 Joining our team comes with amazing perks and benefits: 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 Weekly Hours: 40 Time Type: Regular Location: Dallas, Texas Salary Range: $130,700.00 - $196,100.00 AT&T and its subsidiaries are committed to equal employment opportunity. All hiring, promotion, and other employment decisions remain merit-based and free from discrimination on the basis of race, color, religion, religious creed, national origin, ancestry, age, sex, sexual orientation, gender, gender identity, gender