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The Performance and Succession Management Partner will be responsible for the annual performance cycle (goal setting, mid-year, & year-end) creating the best possible manager and employee experience across each phase. This role will also support different aspects of the Talent Assessment & Planning process from design to consulting with leaders throughout the organization. By integrating performance and career management, helps leaders and associates better understand development needs providing added support to associates in progressing their careers. Partners with the Talent Management and HR team to ensure we have processes and support that achieve this goal.

This position has been segmented as Hybrid meaning there is a combination of three onsite days and the rest remote.

Responsibilities:

Performance Management

• Manages the day-to-day maintenance, execution, and activities involved in the design, preparation and delivery of performance management (goal setting, mid-year & year-end assessment) across the enterprise.

• Provides research-backed guidance in the design, delivery and management of performance evaluation solutions at all levels of the organization.

• Drives project oversight throughout the year on multiple performance processes including detailed project plans, communications, and periodic status reporting to leadership

• Regularly drives improvements in performance management by consulting with leaders and associates to stay aware of business needs and the manager/employee experience

• Partners with HR Operations to ensure Workday provides the correct support for our associates in each phase of performance management

• Responsible for the design and delivery of process-related communications throughout the year

• Teams Up with Learning and Development to create engaging materials guiding associates through the annual performance management cycle, while ultimately owning content revisions and version control across all internal platforms (e.g., SharePoint, Intranet Site, etc.)

• Leads the delivery of live/webinar-based training and other materials ensuring associates have access to learning options throughout the year supporting every phase of the performance cycle

• Proactively stays up-to-date on trends and developments within Talent, Performance and Career Management - providing ideas and information to HR and Leadership regarding best practices and trends

• Combine multiple sources of data, conduct analysis, and create standard and ad-hoc reports to monitor completion of process steps and create summary reports for leaders

• Create and maintain detailed process documentation for all processes and enhancements

• Leverages data to identify process enhancements to continuously improve the efficacy of Performance, Career and Succession Management across the organization.

• Engage in other talent practice initiatives related to primary role including assessment for talent assessment, development, and placement.

Succession Management

• Supports the end-to-end delivery of Talent Assessment and Planning Process (TAPP) to deliver Succession including communication plans, project plans, HR and Leader training, and reporting delivering tools and approaches to ensure ongoing leader pipeline development.

• Provides thought leadership in the integration of performance management with TAPP.

• Teams Up across the business to develop and activate ongoing development of the talent pipeline

• Consults with leaders on the development of talent for critical roles

Career Management

• Algins performance management with career to ensure the best possible employee experience throughout the year in understanding performance needs, how it ties to develop and ultimately career management

• Consults with leaders on improving associate development and performance throughout the performance management cycle.

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US Foods is one of America’s great food companies and a leading foodservice distributor, partnering with approximately 300,000 restaurants and foodservice operators to help their businesses succeed. With 28,000 employees and more than 70 locations, US Foods provides its customers with a broad and innovative food offering and a comprehensive suite of e-commerce, technology and business solutions. US Foods is headquartered in Rosemont, Ill., and generates more than $28 billion in annual revenue. Visit www.usfoods.com to learn more.

US Foods may collect personal information from you in connection with the application process. US Foods complies with the California Privacy Rights Act of 2020, and its policy may be found here (https://www.usfoods.com/content/dam/usf/pdf/Policies/HR/USF_CCPA_policy.pdf) .

US Foods, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other basis prohibited by applicable law.

EEO is the Law poster is available here (https://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf) .

EEO is the Law poster supplement is available here (https://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf) .

Pay Transparency policy statement is available here (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf) .

US Foods is committed to working with and providing reasonable accommodation to individuals with disabilities. If reasonable accommodation is needed to participate in the interview process or to perform essential job functions, please contact our US Foods Application Accommodation Line at 855-873-2468. You will be prompted to leave a message. Please state the specifics of the assistance needed and your contact information. A member of our HR department will return your call within two business days.