United Airlines Senior Manager - Performance Management in Chicago, Illinois

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Human Resources

The Human Resources team helps attract and recruit diverse talent, and works to provide employees with competitive benefits, leadership resources and the support to be successful at United.

Job overview and responsibilities

The Senior Manager of Performance Management will manage best in class performance initiatives and programs that align with and drive a high performance culture. The Senior Manager will be evolving performance management to a more progressive model while ensure performance management is integrated with United's total rewards and business strategy, incorporating best practices into program design. He or she will coach our leaders on how to successfully have ongoing, development-focused performance conversations with their employees. In addition, he or she will lead the measurement and analysis of success against intended goals. Manage design and implementation of performance management processes, communication, training and related technology systems. Drive the cultural transformation of performance management moving from an bi-annual HR activity (as viewed by business) to a more progressive, ongoing process that supports talent pipelining. Create and maintain strong partnerships HRP.

Program Administration & Project Management

  • Manage the ongoing performance management process ensuring all Management & Administrative leaders and employees are informed, trained and coached on all aspects of mid-year check-ins, year-end calibrations and performance ratings, goal setting, etc.

  • Design performance calibration sessions to ensure objective talent decisions are made in a fair and transparent manner

  • Coach leaders on writing performance reviews and holding meaningful ongoing conversations with their employees

  • Partner with senior leadership to set and properly cascade effective company goals

  • Build and manage project plan for performance management processes, systems, training, communications, etc., including goal setting

  • Conduct an assessment of technology options, identifying the right solution that will drive the strategy, and implement that technology in a way that will balance with other Talent/HR technologies

Communication & Training

  • Communicate, train and provide guidance and tools to leaders and employees to accomplish performance objectives

  • Partner with leaders and HR Business Partners on creating performance improvement plans to close performance gaps

  • Identify and implement training that meets the needs of today’s workforce given the multiple channels of communication and training currently available

  • Validate all programs, communication, and training with HR Business Partner team

  • Work closely with HR Learning & Delivery team to support all training initiatives

  • Manage the timeline, development, and delivery of performance management communication, including timelines and program implementation dates

Change Management

  • Continue the cultural transformation of performance management moving from a bi-annual HR activity (as viewed by business) to a more progressive, ongoing process that supports talent pipelining

  • Lead the change leadership necessary to evolve our culture and the behaviors of leaders and employees to move towards this more progressive approach to managing performance

  • Leverage progressive updates to performance management tool as a way to continue driving behavior change with employees and leaders

  • Manage performance management team


  • Bachelor’s Degree

  • 5-7 years project management experience

  • Demonstrated ability to build strategic partnerships with key business partners

  • Ability to develop and deliver training materials at all levels within the organization

  • Excellent presentation and relationship building skills

  • Expert in Microsoft Office Suite

  • Experience with performance management administrative systems and tools

  • Has led performance management and gone through the transformation

  • 4 or more years in a Human Resource OD, generalist, or specialist role

  • Proven ability to influence decisions and change

  • Must be legally authorized to work in the United States for any employer without sponsorship

  • Successful completion of interview required to meet job qualification

  • Reliable, punctual attendance is an essential function of the position


  • Strong HR generalist background, with in-depth knowledge on how HR systems, processes, and programs are inter-connected

  • Extensive executive level communication experience

  • Experience leading company-wide performance management processes, ideally in a global, complex organization

Equal Opportunity Employer – Minorities/Women/Veterans/Disabled/LGBT

Division: 70 Human Resources

Function: Human Resources and Labor Relations

Equal Opportunity Employer – Minorities/Women/Veterans/Disabled