Principal, Performance Enablement

This position requires office presence of a minimum of 5 days per week and is only located in the location(s) posted. No relocation is offered. The Principal, Performance Enablement designs and scales AT&T’s enterprise performance management approach to support a high-performance, market-based culture. Reporting to the AVP, Talent & Performance Enablement, this senior individual contributor brings deep performance management expertise and strong execution discipline to strengthen differentiation, accountability, and business outcomes. The role is central to simplifying performance management, building manager capability, and embedding performance as a core business discipline. Key Responsibilities: 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 Enable consistent, evidence-based performance differentiation across teams Maintain consistency as the performance model evolves 2)  Lead Enterprise Performance Execution Own end-to-end performance cycle execution, including goal setting, mid-year, and year-end Manage operating rhythm, timelines, and governance Track progress, mitigate risks, and drive accountability across HRBPs and leaders Improve execution while reducing administrative burden and rework 3)  Drive Performance Transformation Lead redesign execution through clear deliverables, milestones, and workstreams Simplify processes by reducing complexity, duplication, and unnecessary steps Coordinate across HR COEs to deliver an integrated solution Manage dependencies, risks, and delivery with disciplined program management 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 Partner with HRBPs to support adoption and close execution gaps 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 Provide visibility into performance outcomes, trends, distribution, and completion Ensure outputs are credible inputs for compensation and talent decisions 6)  Drive Simplicity and Continuous Improvement Identify and eliminate inefficiencies across the performance process Improve user experience for leaders and employees Reduce cycle time and increase transparency in assessment and communication Use data and feedback to refine the model Position performance management as a business tool, not an administrative exercise What Success Looks Like: A simpler performance model applied consistently enterprise-wide Stronger differentiation based on evidence and outcomes Reduced cycle time and administrative effort with stronger adoption Managers lead performance conversations with clarity and consistency Trusted outcomes inform compensation and talent decisions Qualifications : Experience 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 Skills 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, Performance Enablement earns between $130,700 - $196,100 USD. 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 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 Lea