Principal Program Manager, Performance Management

The Program Manager, Performance Management plays a key role in supporting the execution, governance, and continuous improvement of onsemi’s performance management and talent processes. This position is responsible for coordinating performance cycles, supporting calibration activities, analyzing talent and performance data, and delivering insights that enable consistent, data-driven talent decisions.

The role partners closely with HR Business Partners, Total Rewards, Talent Management, HRIS, and business leaders to ensure performance practices are aligned with business objectives, reinforce a pay-for-performance culture, and drive organizational effectiveness globally.

Performance Management Execution

• Support the planning, coordination, and execution of annual and mid-year performance review cycles.
• Track completion, monitor milestones, and ensure adherence to timelines and process requirements across functions and regions.
• Maintain and update process documentation, communications, training materials, and manager guidance tools.
• Provide support to managers, HR, and employees on performance processes, rating submissions, and related inquiries.
• Integrate AI capabilities into existing processes and tools. 

Calibration & Talent Review Support

• Prepare data sets, reports, and materials to support calibration sessions and talent review discussions.
• Partner with HR and business leaders to ensure alignment and consistency in performance ratings across organizations.
• Identify rating distribution trends, variances, and outliers to support informed decision-making.
• Document calibration outcomes and support governance and audit readiness of performance decisions.

Reporting & Talent Insights

• Develop and deliver recurring and ad hoc reporting on performance ratings, completion rates, and talent trends.
• Analyze performance and talent data to identify insights that inform workforce planning, succession, promotions, and development strategies.
• Partner with HRIS and People Analytics teams to enhance dashboards, reporting capabilities, and data accuracy.
• Prepare executive-ready summaries and presentations for HR leadership and key stakeholders.

Governance & Continuous Improvement

• Monitor compliance with performance management policies, processes, and timelines.
• Identify opportunities to streamline processes, enhance the employee and manager experience, and improve data quality.
• Support enhancements to performance frameworks, calibration approaches, and system workflows.
• Ensure confidentiality and appropriate handling of sensitive employee performance and talent data.

Cross-Functional Collaboration

• Partner with HR Business Partners, Total Rewards, Talent Management, HR Operations, and HRIS to ensure alignment of performance processes with broader talent practices.
• Support integration of performance outcomes into compensation, succession planning, and talent development programs.
• Contribute to HR projects and initiatives related to performance, workforce effectiveness, and organizational capability.

Required

• Bachelor’s degree in Human Resources, Business, Analytics, Organizational Development, or related field.
• 3+ years of experience in HR, Talent Management, People Analytics, HR Operations, or related function.
• Experience supporting performance management, calibration, or talent review processes.
• Strong analytical skills with the ability to interpret data and translate findings into actionable insights.
• Advanced proficiency in Excel and experience with HR systems or reporting tools.
• Strong attention to detail, organization, and ability to manage multiple priorities in a fast-paced environment.
• Excellent written and verbal communication skills.
• Ability to handle confidential information with discretion.
• Team player – ability to collaborate up, down and across with ease.
• Knowledge in AI and potential application across workstream. 

Preferred

• Experience supporting global or multi-region organizations.
• Familiarity with HR systems such as Oracle, Workday and Microsoft tools such as Co-pilot and SharePoint. 
• Understanding of pay-for-performance principles and the linkage between performance and rewards.
• Experience developing dashboards, reports, and executive-level presentations.
• Exposure to calibration methodologies, talent segmentation, and succession planning practices.