Among agents and business managers of artists, performers, and athletes, AI is already used for some of the tasks. Measured exposure for agents and business managers of artists, performers, and athletes: 12% (some).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

Overview

We are seeking a Talent & Performance Manager to drive the development, engagement, and effectiveness of our workforce. This role is responsible for designing and managing performance frameworks, talent development programs, and succession planning strategies that align with business goals. You will partner closely with leadership to ensure we are attracting, developing, and retaining high-performing associates.

Key Responsibilities

Performance Management

Design, implement, and continuously improve performance review processes

Partner with managers to set clear goals, KPIs, and performance expectations

Coach leaders on delivering effective feedback and managing underperformance

Analyze performance data to identify trends and recommend improvements

Talent Development

Build and manage learning and development programs (leadership training, career advancement/growth pathways, etc.)

Identify skill gaps and create targeted development initiatives

Support individual development plans (IDPs) across teams

Talent Strategy and Succession Planning

Develop succession planning frameworks for key roles

Identify high-potential associates and create growth pathways

Partner with HR and leadership on workforce planning/org design

Associate Engagement & Retention

Design initiatives to improve engagement, satisfaction, and retention

Analyze associate feedback (AOS, exit interviews) and act on insights

Support a culture of continuous feedback and growth

Data & Reporting

Track and report on talent metrics (performance ratings, retention, promotion rates, etc.)

Use data to inform leadership decisions and improve talent outcomes

Criteria

5+ years in HR, talent management, performance management, or related field

Strong understanding of performance management frameworks and talent development strategies

Experience working with senior leaders and influencing decision-making

Excellent communication and coaching skills

Analytical mindset with experience using HR data and tools

Bachelor’s degree in HR, Business, Psychology, or related field (Master’s preferred but not required)

Experience with HRIS or performance management platforms (prefer Oracle)

Experience in organizational development or leadership coaching preferred

Change management experience

What Success Looks Like

Clear, consistent performance standards across the organization

Increased associate engagement and retention

Strong leadership pipeline and internal mobility

Managers who confidently coach and develop their teams

Role Success Criteria

1.Performance Management Effectiveness

Performance review process is consistent, on-time, and adopted across teams

Managers demonstrate clear goal-setting and regular feedback habits

Measurable improvement in manager capability

2. Talent Development Impact

Participation and completion rates in development programs

Evidence that development programs lead to skill growth or role readiness

Increased cross functional mobility through promotions and lateral moves

3. Succession & Pipeline Strength

Identified successors for critical roles

Bench strength measured by ready-now and ready-soon talent

Reduction in time-to-fill for leadership roles

Increased internal fill rate

4. Associate Engagement & Retention

Improvement in metrics (AOS scores, exit interviews, etc) related to career development, manager effectiveness, and performance feedback

Reduction in regrettable attrition among high performers and high-potential talent

Increased retention of critical talent and key roles

Development and execution of action plans based on AOS and listening sessions results

5. Data-Driven Decision Making

Regular reporting on talent metrics that leaders actively use

Ability to translate data into specific actions

Demonstrated impact of initiatives through before-and-after metrics

6. Leadership & Stakeholder Influence

Managers and executives trust and seek out guidance

Evidence of behavior change in leaders

Ability to challenge constructively and influence outcomes

Our Culture & Values We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing.

People First Putting People First means investing in overall well-being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available:

Benefits A generous discount on all WSI brands A 401(k) plan and other investment opportunities Paid vacations, holidays, and time off to volunteer Health benefits, dental and vision insurance, including same-sex domestic partner benefits Tax-free commuter benefits A wellness program that supports your physical, financial and emotional health

Continued Learning In-person and online learning opportunities through WSI University Cross-brand and cross-function career opportunities Resources for self-development Advisor (Mentor) program Career development workshops, learning programs, and speaker series

WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H-1B or other employment-based immigration).

This role is not eligible for relocation assistance.

Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.

The expected starting pay range for this position is $110,000-$125,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job-related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities.

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Our Company

Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn Kids, Pottery Barn Teen, Rejuvenation, West Elm, Mark & Graham, Outward, and GreenRow. These brands are among the best known and most respected in the industry. We offer beautifully-designed, stylish and functional products for every area of the home, including the kitchen, living room, bedroom, home office, closet, laundry room and even outdoor spaces. We've seen some big changes since our first brick-and-mortar store opened more than half of a century ago. What hasn't changed is our passion for high-quality products, functional design, outstanding customer service, and enhancing the lives of our customers and the communities where we operate. Today, we're a multi-brand, multi-channel, global enterprise supported by state-of-the-art technology and some of the most talented teams in retailing - and we're always looking for new energy and ideas.