Senior Manager of Performance Management, Faraday Future

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field
• 10+ years of progressive HR experience, with significant exposure to performance management
• Proven ability to design and scale performance management strategies in dynamic, fast-paced environments
• Strong project management skills with experience leading complex cross-functional initiatives
• Excellent communication, facilitation, and stakeholder management skills
• Advanced analytical skills; ability to turn data into meaningful insights
• Familiarity with data analytics, AI tools, or digital platforms applied in HR or business decision-making (e.g., dashboards, predictive analytics, or generative AI tools)
• Proficient in Microsoft Office and HRIS systems (e.g., Workday, SuccessFactors, or similar)

Desirable

• We are seeking an experienced Senior Manager, Performance Management with an AI-driven mindset to lead the implementation and continuous enhancement of our company-wide performance initiatives
• This role plays a critical part in fostering a high-performance culture by driving programs that align individual and team objectives with broader business priorities
• As a key contributor within the performance management function, the Senior Manager will partner closely with cross-functional stakeholders to ensure our framework is data-driven, scalable, and forward-looking—effectively supporting talent development, employee engagement, and sustainable organizational growth
• Execute Performance Strategy: Implement and continuously refine the company’s performance management framework, including goal-setting, feedback, performance reviews, calibration, and development planning
• Drive Organizational Alignment: Ensure alignment of performance processes with business strategy and talent goals; partner with leaders and HRBPs to translate business needs into effective performance solutions
• Build a High-Performance Culture: Promote accountability, continuous feedback, and meaningful performance conversations across all levels of the organization
• Analytics & Insights: Analyze performance data, identify trends, and provide actionable insights to leadership; develop dashboards and reports to track effectiveness and inform decision-making
• AI-Enabled Performance & Workforce Insights: Leverage AI technologies (e.g., predictive analytics, generative AI, and automation tools) to enhance performance management processes, including talent segmentation, performance prediction, bias detection, and workforce planning insights
• Enablement & Training: Develop training materials and conduct workshops to educate managers and employees on best practices in performance management
• Cross-Functional Collaboration: Work closely with Corporate Strategy & Operations, Talent Development, and HRBPs to link performance outcomes with career development, recognition, and rewards
• Program Management: Own the performance management calendar, communications, and compliance to ensure timely and effective execution of all key processes
• Innovation & Best Practices: Innovation & Best Practices: Stay updated on external trends in performance management, people analytics, and AI-enabled HR practices; continuously evolve the company’s approach to remain modern, data-driven, and competitive