The Manager, Performance Enablement will report to the Sr. Director, Talent Experience & Development within the Talent department. This role leads the design and continuous improvement of Red Bull North America’s and other Red Bull entities’ performance experiences, ensuring employees and managers can set clear and meaningful goals, give and receive feedback, and connect performance to development and rewards to build high-performing teams. This role will establish strong team practices, driving accountability and high performance across the organization, and equipping managers and employees with the necessary tools and skills to achieve clarity, effective coaching, and optimal performance outcomes.
RESPONSIBILITIESAll the responsibilities we'll trust you with:
Design the experience, delivery, and management of the performance management program across entities (goal setting, progress, and pay for performance).
Ensure processes and practices are consistent, fair, and aligned with Red Bull values and Talent philosophies.
Partner with Total Rewards to ensure performance processes and practices align with performance pay.
Partner with Talent Business Partners (TBPs) and leaders to embed practices and ensure accountability.
Monitor the effectiveness of the performance management program and implement enhancements.
Build manager and employee capability/skills to give and receive feedback in real time.
Partner with Learning & Development (L&D) to design and deliver training, tools, and nudges to make feedback and coaching part of daily work.
Measure the quality and frequency of feedback and progress conversations. Partner with Global Talent to enable self-awareness at the individual level, driving individual accountability.
Drive adoption of team performance tools (Rocket Model, Ways of Working) to strengthen team effectiveness.
Embed Red Bull values and Talent philosophies into everyday performance practices, ensuring culture is lived at the team level.
Enable and promote a Bullish Culture by implementing and reinforcing entrepreneurial and corporate behaviors in teams.
Act as the go-to partner to managers and TBPs on performance and feedback practices.
Provide training, briefings, and toolkits before, during, and after performance cycles.
Build leader confidence to apply frameworks fairly and consistently.
Ensure employees and managers understand the link between performance, development, and rewards.
Track key metrics: goal completion, feedback frequency, performance conversations, manager confidence, and team performance.
Provide regular insights and recommendations to the Sr.Director to guide the strategy.
Refine practices based on employee, manager, and stakeholder feedback as well as market benchmarks.
EXPERIENCE
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