Lead Engagement and Performance Management
Texas Oncology, Dallas, TX, United States
Overview
Texas Oncology, one of the nation’s largest community oncology providers, seeks a Lead Engagement and Performance Management Specialist to join our online Workforce Engagement team. This remote role is highly desirable for candidates residing within Texas.
What the role does The Lead Engagement and Performance Management Specialist advances a high‑performance, highly engaged workforce through enterprise‑wide programs, partnering with HR, leaders, and cross‑functional stakeholders to translate insights into action.
Responsibilities
People Analytics: Lead analytics that inform enterprise workforce planning and talent decisions; partner with HRIS to develop Power BI dashboards; integrate insights from performance, engagement, and talent review processes into actionable recommendations.
Employee Engagement: Conduct advanced analysis of Employee Opinion Survey outcomes; develop and track engagement strategies, including survey design, action planning, and longitudinal measurement; present findings to HR and business leadership.
Performance Management: Support the design, communication, and execution of annual performance management cycles, including goal setting, check‑ins, and year‑end reviews; ensure tools support managers in delivering effective conversations.
Talent Review & Succession Planning: Co‑design and execute the enterprise talent review strategy; collaborate with HR Business Partners on TRPs; oversee talent review cycle, including readiness assessments and calibration; enhance succession planning and develop successor pipelines.
Workday: Optimize performance and engagement processes within Workday; generate and interpret Workday reports for insight and decision‑making.
Leadership Coaching & Engagement: Equip managers with best practices in engagement, performance, communication, recognition, and development; facilitate training and provide guidance.
Program Development: Design, implement, and evaluate recognition, wellness, and career development programs.
Change Management: Lead or support change initiatives; develop communication plans, stakeholder alignment, and training.
Compliance & Best Practices: Ensure all programs comply with laws and policies; benchmark industry trends to guide enhancements.
Qualifications
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
5+ years’ experience in employee engagement, performance management, or related HR roles.
Experience
Strong knowledge of performance management systems and engagement methodologies.
Excellent analytical, interpersonal, and communication skills.
Strong analytical capabilities with ability to interpret workforce data.
Demonstrated ability to influence and partner with stakeholders at all levels.
Experience with data‑driven decision‑making and HR metrics.
Experience supporting or leading enterprise‑wide talent programs such as engagement surveys, performance management, talent reviews, and succession planning.
Preferred: experience in a healthcare setting and/or working with physicians.
Experience partnering with HR Business Partners and cross‑functional stakeholders.
Background in complex or matrixed organizations preferred.
Familiarity with survey platforms and engagement analytics tools.
Understanding of talent review frameworks and succession readiness criteria.
Coaching, influencing, and equipping leaders with best practices.
Strong communication and facilitation skills, including talent reviews and calibration.
Skilled in change management concepts.
Ability to manage multiple priorities and collaborate cross‑functionally.
Key Competencies
Strategic thinking
Project management
Problem‑solving and decision‑making
Adaptability and change management
Confidentiality and professionalism
Working Conditions
This position is remote.
Occasional travel for training, meetings, or company events.
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What the role does The Lead Engagement and Performance Management Specialist advances a high‑performance, highly engaged workforce through enterprise‑wide programs, partnering with HR, leaders, and cross‑functional stakeholders to translate insights into action.
Responsibilities
People Analytics: Lead analytics that inform enterprise workforce planning and talent decisions; partner with HRIS to develop Power BI dashboards; integrate insights from performance, engagement, and talent review processes into actionable recommendations.
Employee Engagement: Conduct advanced analysis of Employee Opinion Survey outcomes; develop and track engagement strategies, including survey design, action planning, and longitudinal measurement; present findings to HR and business leadership.
Performance Management: Support the design, communication, and execution of annual performance management cycles, including goal setting, check‑ins, and year‑end reviews; ensure tools support managers in delivering effective conversations.
Talent Review & Succession Planning: Co‑design and execute the enterprise talent review strategy; collaborate with HR Business Partners on TRPs; oversee talent review cycle, including readiness assessments and calibration; enhance succession planning and develop successor pipelines.
Workday: Optimize performance and engagement processes within Workday; generate and interpret Workday reports for insight and decision‑making.
Leadership Coaching & Engagement: Equip managers with best practices in engagement, performance, communication, recognition, and development; facilitate training and provide guidance.
Program Development: Design, implement, and evaluate recognition, wellness, and career development programs.
Change Management: Lead or support change initiatives; develop communication plans, stakeholder alignment, and training.
Compliance & Best Practices: Ensure all programs comply with laws and policies; benchmark industry trends to guide enhancements.
Qualifications
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
5+ years’ experience in employee engagement, performance management, or related HR roles.
Experience
Strong knowledge of performance management systems and engagement methodologies.
Excellent analytical, interpersonal, and communication skills.
Strong analytical capabilities with ability to interpret workforce data.
Demonstrated ability to influence and partner with stakeholders at all levels.
Experience with data‑driven decision‑making and HR metrics.
Experience supporting or leading enterprise‑wide talent programs such as engagement surveys, performance management, talent reviews, and succession planning.
Preferred: experience in a healthcare setting and/or working with physicians.
Experience partnering with HR Business Partners and cross‑functional stakeholders.
Background in complex or matrixed organizations preferred.
Familiarity with survey platforms and engagement analytics tools.
Understanding of talent review frameworks and succession readiness criteria.
Coaching, influencing, and equipping leaders with best practices.
Strong communication and facilitation skills, including talent reviews and calibration.
Skilled in change management concepts.
Ability to manage multiple priorities and collaborate cross‑functionally.
Key Competencies
Strategic thinking
Project management
Problem‑solving and decision‑making
Adaptability and change management
Confidentiality and professionalism
Working Conditions
This position is remote.
Occasional travel for training, meetings, or company events.
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