Chicago - Senior Manager, Performance & Lifecycle Excellence

About us

At Winston Taylor, we set the standard, together.

Winston Taylor is a transatlantic law firm built for the businesses, people, and markets driving capital and innovation. Here, you're in the room. In the action. Sleeves rolled up.

You'll work with leading clients. Disruptors. Fast-growth companies. And help them to stay one step ahead of the moment and make critical decisions that shape their future. We're present in the U.S., U.K., Europe, Latin America, and the Middle East, combining the scale and speed that clients demand.

You'll be trusted with real responsibility from the outset and build experience through hands-on work. We take your progression personally. We provide the platform. You shape the work around your goals and aspirations.

Step into the moments that matter. Join Winston Taylor.

Position summary

The Associate Director of Performance & Lifecycle Excellence is the primary strategist and lead for the firm's Business Professionals performance management strategy and integrated operational lifecycle. Reporting to the Director of People & Culture, you will lead a team of 3 HR professionals to drive three high-impact mandates: (1) Modernized Performance Management: owning the end-to-end annual review, goal-setting, and promotion cycles for 600+ Business Professionals; (2) Employee Lifecycle Excellence: leading the strategy and execution of a world-class onboarding and offboarding for every employee; and (3) Data-Driven Strategy: serving as the "Super User" for our performance management platforms to move the firm beyond manual tracking and into actionable retention analytics. This is a high-visibility role for a "builder" who can scale processes. In addition, this role will partner closely with the Associate Director, Strategic HRBP, ensuring a seamless collaboration and alignment on performance practices and employee experience.

Position responsibilities

• Employee Lifecycle: Onboarding & Offboarding & Firm Integration: Lead the strategy and execution of the "New Joiner" experience for new hires to ensure cultural integration and operational readiness.
• The 15/90 Roadmap: Synthesize feedback from the 14-day and 90-day check-in processes to provide actionable retention metrics and identify 'red flags' for the HRBP team.
• Sophisticated Offboarding: Leads the employee offboarding experience, delivering a seamless, modern and well-coordinated process.Ensure all compliance, IT security, and logistical steps are executed flawlessly.
• Exit Analytics: Analyze turnover trends and "push/pull" factors to provide quarterly reports to HR leadership on how to improve retention.

Performance Management & Annual Reviews (Business Professionals)

• Process Architecture: Own the end-to-end strategy and execution of the annual review and promotion cycle for 600+ non-attorney staff.
• Beyond the Spreadsheet: Modernize the cycle by eliminating manual tracking. Integrate self-assessments, manager reviews, and promotion tracking into a cohesive, automated workflow.
• Performance Platform Ownership: Serve as the "Super User" for the Performance/Talent modules. Own all system communications, tracking, and user training.
• Calibration & Parity: Prepare data for year-end compensation and promotion meetings to ensure parity and fairness across all departments.
• Talent Development Partnerships: Collaborate with HR Business Partners to curate, develop and deliver performance management content, including resources that strengthen feedback conversations and continuous performance practices.In addition, acts as a trusted thought partner to HR Business Partners, advising on performance management processes.

Team Leadership & Performance Management

• Direct Supervision: Lead and mentor a team of 3 (Talent Operations & Performance Lead and 2 HRBP Coordinators) responsible for the administrative execution of the employee lifecycle.
• Relationship Management: Act as the primary liaison between the Talent Operations team and the HRBPs to ensure lifecycle changes (promotions, new hires, departures) are communicated and executed seamlessly.

Experience, skills, and qualifications

• 10+ years of People Operations and Performance Management experience, specifically leading the strategy and execution of the employee lifecycle required.
• 5+ years of experience leading and mentoring teams and managing large scale initiatives required.
• Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week.
• Previous experience in a law firm or professional services environment is highly preferred.
• Project managmenet experience is highly preferred.
• Technical Mastery: Advanced proficiency in various HR platforms (specifically Performance/Talent modules). Experience with VI Desktop, UKG or Workday is a plus.
• Analytical Skills: Ability to turn qualitative feedback (from 14/90-day check-ins and exit interviews) into quantitative data for leadership.
• Strategic Mindset: Ability to balance high-level strategic thinking with the practical operational execution required to build and scale processes.
• Communication: Exceptional executive communication skills, with the ability to influence stakeholders and drive alignment across matrixed functions.

Benefits

Winston offers comprehensive benefits that provide a full spectrum of coverage and support for our full-time employees and their families. Additional information about benefits and rewards can be found here.

Salary

Illinois applicants only: The target annual salary range for this role is currently $145,000-$180,000 based on a regular, full-time schedule. The amount of compensation offered will be determined by several factors, including but not limited to experience, qualifications, market data and internal equity. Total compensation includes a comprehensive healthcare benefits package, yearly retirement contribution, and may include an annual discretionary merit bonus.

New York applicants only: The target annual salary range for this role is currently $158,000-$195,000 based on a regular, full-time schedule. The amount of compensation offered will be determined by several factors, including but not limited to experience, qualifications, market data and internal equity. Total compensation includes a comprehensive healthcare benefits package, yearly retirement contribution, and may include an annual discretionary merit bonus.

We are an equal opportunity employer and welcome applicants from all backgrounds and experiences. #LI-DC2 #LI-HYBRID