Manager, Performance & Coaching

Our teammates are at the core of what we believe in: People, Collaboration, Learning, and Excellence (PeopleCLE). We look to hire individuals who are committed to our purpose of uniting and inspiring our city through the power of team. Our mission is to win the World Series while creating a compelling fan experience. If you believe you possess these important traits, please consider a career with the Cleveland Guardians.

PRIMARY PURPOSE: Function as a key member of the Organizational Development team responsible for enhancing employee and team performance across the organization. Design, implement, and manage programs and practices that strengthen performance management processes, foster individual and leadership development, and enhance team effectiveness. This role serves as a strategic partner with department leaders, people managers and teammates to cultivate a high-performance culture by managing performance processes, overseeing 360-degree feedback, coaching leaders and teams, and designing development interventions to enhance capability and engagement.

RESPONSIBILITIES & DUTIES:

Performance Management

• Oversee the organization's performance management and evaluation processes to ensure consistency and alignment with business objectives and partner with managers to interpret results and craft actionable development plans.
• Ensures performance expectations are set, clearly communicated, and People Managers are holding teammates accountable.
• Manages all phases of goal setting, including implementation, execution, and maintenance.
• Provides guidance and coaching for performance feedback, performance reviews, and interventions.
• Manages performance strategy, reviews all performance data, and leads calibration process.
• Develops tools that support performance, including competency models, coaching programs, development plans.
• Collaborate with leaders on performance improvement plans, providing structured guidance and support for managers and potential coaching support for teammates throughout the process.
• Collaborate with Organizational Development teammates to create tools, resources, and interventions to help teams address performance challenges and build capability.
• Analyze performance and feedback trends to identify strengths and development areas at the individual, team, and organizational levels.
• Continuously evaluate and evolve performance management tools, ensuring they are user-friendly, equitable, and impactful.

Individual & Leadership Development

• Act as trusted advisor to leaders, providing coaching, changes management support, and partnering on creating talent strategy for their teams.
• Provide individual coaching and advise department leaders on talent management issues
• Provide thought and strategy partnership in support of team and people management challenges
• Offer coaching, resources, and tools to support department leaders in achieving their full potential.
• Help implement career pathing framework throughout all levels of the organization through professional development plans, supporting resources, self-assessments or other tools
• Support implementation of leadership frameworks and competencies that define expectations and guide growth at all organizational levels.
• Meet regularly with department leaders (monthly/quarterly, as needed) and other people managers (as needed/based on capacity)

Team Effectiveness

• Facilitate use of team assessments (e.g., strengths, engagement, collaboration tools), and surveys to evaluate team performance, roles, and effectiveness.
• Work with people managers and individual teammates to identify learning needs/skill gaps for teams
• Deliver insights to Learning Coordinator on team-specific learning that helps shape objectives
• Offer general guidance on professional development goals and provide 1:1 coaching, as needed
• Coach team leaders on how to assess team dynamics, foster engagement, and adapt during times of change.
• Review engagement results with department head and suggests strategy and action items
• Evaluate the outcomes of team effectiveness initiatives through performance metrics, engagement data, and leader feedback to ensure sustainable impact.

Performance Metrics

• Partner with HR, Organizational Development team, and business leaders to analyze talent and performance data, identify trends, and provide actionable insights that inform organizational strategy.
• Design evaluation methodologies to measure impact of Organizational Development programs (e.g., leadership development, career pathing initiatives, team interventions).
• Leverage internal and external benchmarks to assess performance outcomes against industry standards and best practices.
• Regularly review and refine metrics to ensure they drive alignment with organizational goals, enable evidence-based decisions, and support a high-performing culture.
• Prepare and present executive-level reports and insights on performance outcomes, identifying gaps and recommending strategies to drive improvement.
• Collaborate with leaders to maximize use of technology platforms for goal tracking, performance reviews, and career path visibility.

At the Cleveland Guardians, we are all about creating an environment that brings out the best in everyone. It is a big part of who we are, how we compete, and how we make an impact in our community. We want every employee to feel like they truly belong here.

We also know that people sometimes hesitate to apply for jobs unless they check every single box on the qualifications list. We're looking for the best person for the job, and we know that you might bring skills and experiences that aren't exactly listed but could be a huge asset to our team. So, if this role excites you, we encourage you to apply, even if you don't meet every single qualification.