Performance Director Jobs
Performance Director jobs are open across sports organizations, media companies, healthcare systems, and marketing agencies, from mid-level manager to VP and C-suite, with specializations in athletic performance, digital marketing performance, and clinical performance improvement. Find a role that fits below and apply directly.
Find Performance Director JobsLooking for remote work? View remote performance director jobs →Overview
Showing 5 of 190+ Performance Director jobs
JOB SUMMARY
The Director of Training, Performance Development & Quality provides strategic leadership for property learning, leadership development, service culture, quality assurance, and continuous improvement. The role translates brand standards, guest insights, audit findings, and business priorities into practical training and operational action plans that strengthen associate capability, elevate the guest experience, improve compliance, and deliver measurable business results. Working with considerable independence, the Director partners closely with the General Manager, Human Resources, and Operations leaders to embed a culture of learning, accountability, and sustained excellence throughout the property.
CANDIDATE PROFILE
Education and Experience
- Two-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, Organizational Development, Quality Management, or a related major, with four years of relevant experience in hotel operations, learning and development, human resources, quality, or a related professional area; OR
- Four-year bachelor’s degree in a related discipline with two years of relevant professional experience.
Preferred
- Luxury hospitality and hotel operations leadership experience.
- Certified trainer or demonstrated expertise in adult learning and facilitation.
- Experience with quality assurance, guest satisfaction analytics, process improvement, audit readiness, and action planning.
- Working knowledge of Marriott learning platforms, guestVoice, GXP, MI Health Check/BSA, LQA, Forbes Travel Guide standards, and continuous-improvement tools.
- Lean Six Sigma, quality management, or comparable process-improvement certification.
CORE WORK ACTIVITIES
Strategic Learning and Quality Leadership
- Develops and executes an integrated annual learning and quality strategy aligned with property priorities, brand expectations, balanced scorecard goals, and financial objectives.
- Advises the General Manager and Executive Committee on capability gaps, quality risks, guest-experience trends, and improvement priorities.
- Establishes governance, communication, and accountability routines that connect training, quality assurance, and operational execution.
- Models The Ritz-Carlton Gold Standards and reinforces a culture in which every leader owns service excellence, associate development, and quality outcomes.
- Leads the property Quality Committee and builds a strong network of departmental Quality Champions and learning partners.
Learning Delivery and Compliance
- Conducts needs assessments and maintains a property Learning Delivery Plan that addresses business priorities, service opportunities, and required curricula.
- Facilitates or oversees orientation, core required training, brand and service programs, leadership development, and role-specific learning for hourly associates, supervisors, managers, and leaders.
- Applies adult-learning principles, inclusive facilitation practices, and appropriate technology to create engaging in-person and virtual learning experiences.
- Ensures training content, delivery, attendance, and records comply with company standards and are accurately maintained in approved learning systems.
- Monitors completion of required learning, identifies gaps, and partners with Human Resources and Operations leaders to drive timely compliance.
- Participates in applicable field trainer and continent learning networks to ensure new programs, resources, and process changes are effectively deployed on property.
Leadership and Associate Development
- Serves as the property subject matter expert for leadership development tools, performance development planning, coaching resources, and career-growth programs.
- Coaches leaders to strengthen their own performance and improve the capability, engagement, and accountability of their teams.
- Partners with Human Resources on management development, succession readiness, onboarding, and development planning for new and emerging leaders.
- Observes service and leadership behaviors in the operation, provides actionable feedback, and supports leaders in converting feedback into sustained behavior change.
- Builds internal facilitator, Learning Coach, Quality Champion, and Green Belt capability to expand ownership across the property.
Quality Assurance and Guest Experience
- Leads the property’s quality-assurance calendar, including self-assessments, MI Health Check/BSA preparation, LQA and Forbes readiness, standards communication, and post-assessment action planning.
- Reviews guestVoice, Intent to Recommend, service-recovery trends, audit results, operational defects, and other key indicators to identify root causes and prioritize improvement opportunities.
- Conducts or coordinates operational observations, inspections, and validation checks to verify consistent execution of brand, cleanliness, maintenance, safety, and service standards.
- Ensures audit and assessment findings are translated into specific, time-bound action plans with clear ownership, follow-up, and closure validation.
- Partners with department leaders to strengthen daily line-ups, service energizers, standards reinforcement, and recognition practices that sustain a luxury service culture.
Continuous Improvement and Business Impact
- Leads cross-functional quality-improvement projects using structured problem-solving, root-cause analysis, Kaizen, Lean Six Sigma, or other approved methodologies.
- Coordinates implementation of continent and brand quality initiatives, advisory-board solutions, best practices, and property readiness programs.
- Develops dashboards and reporting that show progress, risks, adoption, and measurable outcomes across guest satisfaction, associate capability, compliance, productivity, revenue, and cost efficiency.
- Measures learning transfer and program effectiveness through observations, assessments, operational performance, and stakeholder feedback; adjusts strategies based on results.
- Identifies opportunities to improve profitability and operational efficiency without compromising luxury service, brand standards, or the associate experience.
- Documents and standardizes successful improvements so they can be sustained and replicated across departments.
Stakeholder Partnership, Communication, and Resources
- Builds strong partnerships with the General Manager, Human Resources, Operations leaders, regional/continent teams, and external quality partners to align priorities and accelerate execution.
- Communicates performance insights, learning priorities, audit readiness, and improvement status clearly to property leadership and relevant stakeholders.
- Facilitates disciplined quality meetings with focused agendas, documented decisions, assigned actions, and consistent follow-up.
- Participates in development of the training and quality budget and manages controllable expenses in alignment with property financial goals.
- Oversees assigned coordinators, facilitators, Quality Champions, and project teams, providing direction, coaching, and recognition.
- Maintains current knowledge of brand standards, learning technology, quality systems, luxury-service benchmarks, and industry best practices.
KEY SUCCESS MEASURES
- Guest experience and Intent to Recommend performance.
- MI Health Check/BSA, LQA, Forbes, and other applicable quality results.
- Completion and effectiveness of required learning and leadership-development programs.
- Timely closure and sustained effectiveness of audit and quality action plans.
- Progress and verified benefits from continuous-improvement projects.
- Associate engagement, leadership readiness, and adoption of service and quality practices.
- Achievement of approved budget, productivity, and business-impact goals.
LOCATION
6900 Great Bay, Saint Thomas VI 00802, United States
At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. We are committed to non-discrimination on any protected basis, including disability, veteran status, or any other basis protected by applicable law.
At more than 100 award-winning properties worldwide, The Ritz-Carlton Ladies and Gentlemen create experiences so exceptional that long after a guest stays with us, the experience stays with them. Attracting the world’s top hospitality professionals who curate lifelong memories, we believe that everyone succeeds when they are empowered to be creative, thoughtful and compassionate.
Every day, we set the standard for rare and special luxury service the world over and pride ourselves on delivering excellence in the care and comfort of our guests.
Your role will be to ensure that the “Gold Standards” of The Ritz-Carlton are delivered graciously and thoughtfully every day. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next. It is this foundation and our belief that our culture drives success by which The Ritz Carlton has earned the reputation as a global brand leader in luxury hospitality. As part of our team, you will learn and exemplify the Gold Standards, such as our Employee Promise, Credo and our Service Values. And our promise to you is that we offer the chance to be proud of the work you do and who you work with.
In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
JOB SUMMARY
The Director of Training, Performance Development & Quality provides strategic leadership for property learning, leadership development, service culture, quality assurance, and continuous improvement. The role translates brand standards, guest insights, audit findings, and business priorities into practical training and operational action plans that strengthen associate capability, elevate the guest experience, improve compliance, and deliver measurable business results. Working with considerable independence, the Director partners closely with the General Manager, Human Resources, and Operations leaders to embed a culture of learning, accountability, and sustained excellence throughout the property.
CANDIDATE PROFILE
Education and Experience
- Two-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, Organizational Development, Quality Management, or a related major, with four years of relevant experience in hotel operations, learning and development, human resources, quality, or a related professional area; OR
- Four-year bachelor’s degree in a related discipline with two years of relevant professional experience.
Preferred
- Luxury hospitality and hotel operations leadership experience.
- Certified trainer or demonstrated expertise in adult learning and facilitation.
- Experience with quality assurance, guest satisfaction analytics, process improvement, audit readiness, and action planning.
- Working knowledge of Marriott learning platforms, guestVoice, GXP, MI Health Check/BSA, LQA, Forbes Travel Guide standards, and continuous-improvement tools.
- Lean Six Sigma, quality management, or comparable process-improvement certification.
CORE WORK ACTIVITIES
Strategic Learning and Quality Leadership
- Develops and executes an integrated annual learning and quality strategy aligned with property priorities, brand expectations, balanced scorecard goals, and financial objectives.
- Advises the General Manager and Executive Committee on capability gaps, quality risks, guest-experience trends, and improvement priorities.
- Establishes governance, communication, and accountability routines that connect training, quality assurance, and operational execution.
- Models The Ritz-Carlton Gold Standards and reinforces a culture in which every leader owns service excellence, associate development, and quality outcomes.
- Leads the property Quality Committee and builds a strong network of departmental Quality Champions and learning partners.
Learning Delivery and Compliance
- Conducts needs assessments and maintains a property Learning Delivery Plan that addresses business priorities, service opportunities, and required curricula.
- Facilitates or oversees orientation, core required training, brand and service programs, leadership development, and role-specific learning for hourly associates, supervisors, managers, and leaders.
- Applies adult-learning principles, inclusive facilitation practices, and appropriate technology to create engaging in-person and virtual learning experiences.
- Ensures training content, delivery, attendance, and records comply with company standards and are accurately maintained in approved learning systems.
- Monitors completion of required learning, identifies gaps, and partners with Human Resources and Operations leaders to drive timely compliance.
- Participates in applicable field trainer and continent learning networks to ensure new programs, resources, and process changes are effectively deployed on property.
Leadership and Associate Development
- Serves as the property subject matter expert for leadership development tools, performance development planning, coaching resources, and career-growth programs.
- Coaches leaders to strengthen their own performance and improve the capability, engagement, and accountability of their teams.
- Partners with Human Resources on management development, succession readiness, onboarding, and development planning for new and emerging leaders.
- Observes service and leadership behaviors in the operation, provides actionable feedback, and supports leaders in converting feedback into sustained behavior change.
- Builds internal facilitator, Learning Coach, Quality Champion, and Green Belt capability to expand ownership across the property.
Quality Assurance and Guest Experience
- Leads the property’s quality-assurance calendar, including self-assessments, MI Health Check/BSA preparation, LQA and Forbes readiness, standards communication, and post-assessment action planning.
- Reviews guestVoice, Intent to Recommend, service-recovery trends, audit results, operational defects, and other key indicators to identify root causes and prioritize improvement opportunities.
- Conducts or coordinates operational observations, inspections, and validation checks to verify consistent execution of brand, cleanliness, maintenance, safety, and service standards.
- Ensures audit and assessment findings are translated into specific, time-bound action plans with clear ownership, follow-up, and closure validation.
- Partners with department leaders to strengthen daily line-ups, service energizers, standards reinforcement, and recognition practices that sustain a luxury service culture.
Continuous Improvement and Business Impact
- Leads cross-functional quality-improvement projects using structured problem-solving, root-cause analysis, Kaizen, Lean Six Sigma, or other approved methodologies.
- Coordinates implementation of continent and brand quality initiatives, advisory-board solutions, best practices, and property readiness programs.
- Develops dashboards and reporting that show progress, risks, adoption, and measurable outcomes across guest satisfaction, associate capability, compliance, productivity, revenue, and cost efficiency.
- Measures learning transfer and program effectiveness through observations, assessments, operational performance, and stakeholder feedback; adjusts strategies based on results.
- Identifies opportunities to improve profitability and operational efficiency without compromising luxury service, brand standards, or the associate experience.
- Documents and standardizes successful improvements so they can be sustained and replicated across departments.
Stakeholder Partnership, Communication, and Resources
- Builds strong partnerships with the General Manager, Human Resources, Operations leaders, regional/continent teams, and external quality partners to align priorities and accelerate execution.
- Communicates performance insights, learning priorities, audit readiness, and improvement status clearly to property leadership and relevant stakeholders.
- Facilitates disciplined quality meetings with focused agendas, documented decisions, assigned actions, and consistent follow-up.
- Participates in development of the training and quality budget and manages controllable expenses in alignment with property financial goals.
- Oversees assigned coordinators, facilitators, Quality Champions, and project teams, providing direction, coaching, and recognition.
- Maintains current knowledge of brand standards, learning technology, quality systems, luxury-service benchmarks, and industry best practices.
KEY SUCCESS MEASURES
- Guest experience and Intent to Recommend performance.
- MI Health Check/BSA, LQA, Forbes, and other applicable quality results.
- Completion and effectiveness of required learning and leadership-development programs.
- Timely closure and sustained effectiveness of audit and quality action plans.
- Progress and verified benefits from continuous-improvement projects.
- Associate engagement, leadership readiness, and adoption of service and quality practices.
- Achievement of approved budget, productivity, and business-impact goals.
LOCATION
6900 Great Bay, Saint Thomas VI 00802, United States
At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. We are committed to non-discrimination on any protected basis, including disability, veteran status, or any other basis protected by applicable law.
At more than 100 award-winning properties worldwide, The Ritz-Carlton Ladies and Gentlemen create experiences so exceptional that long after a guest stays with us, the experience stays with them. Attracting the world’s top hospitality professionals who curate lifelong memories, we believe that everyone succeeds when they are empowered to be creative, thoughtful and compassionate.
Every day, we set the standard for rare and special luxury service the world over and pride ourselves on delivering excellence in the care and comfort of our guests.
Your role will be to ensure that the “Gold Standards” of The Ritz-Carlton are delivered graciously and thoughtfully every day. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next. It is this foundation and our belief that our culture drives success by which The Ritz Carlton has earned the reputation as a global brand leader in luxury hospitality. As part of our team, you will learn and exemplify the Gold Standards, such as our Employee Promise, Credo and our Service Values. And our promise to you is that we offer the chance to be proud of the work you do and who you work with.
In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
Performance Director Jobs by Experience Level
See All 190+ Performance Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Performance Director JobsPerformance Director Job Market
Who's Hiring
- Alvarez & Marsal25
- GEICO3
- Comcast3
- Renesas3
- Choice Hotels3
Top Industries Hiring
- Consulting & Professional Services
- Technology & Software
- Education
- Banking & Financial Services
- Healthcare & Medical Services
What Employers Look For
The qualifications that appear most often in performance director jobs.
- 7 or more years of progressive experience in a performance-related function or discipline
- Demonstrated ability to design, implement, and evaluate performance improvement programs
- Proficiency with data analysis tools and performance management software
- Experience leading cross-functional teams and managing direct reports
- Bachelor's degree in a relevant field such as exercise science, business, or communications
- Strong presentation and stakeholder communication skills across all organizational levels
Tips for Your Performance Director Job Search
Quantify outcomes, not just responsibilities
Performance director resumes that land interviews show measurable impact: revenue lifted, efficiency gains, athlete injury rates reduced. Replace vague duty statements with before-and-after numbers tied to your direct decisions and programs.
Align your resume to the sector
A performance director in sports, marketing, and healthcare each signals expertise through different language. Tailor your resume so the industry terminology, tools, and KPIs you highlight match the sector of the role, not a generic template.
Apply early to roles that fit
Migrate Mate lists performance director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target organizations mid-rebuild or mid-growth
Performance directors are most often hired when an organization is restructuring its performance function or scaling fast. Look for companies that recently changed leadership, launched a new product line, or announced expansion, because those roles carry real authority.
Prepare a case study for your interview
Hiring panels for director-level roles expect you to walk through a real performance challenge you owned: the diagnosis, the intervention, the measurement, and the result. Prepare two or three tight narratives before your first round so you're not constructing them on the spot.
Negotiate scope before you negotiate compensation
Before accepting an offer, clarify budget authority, team size, and reporting structure. Performance directors who inherit under-resourced teams or report three levels down from decision-makers often find their impact constrained regardless of title or pay.
Performance Director Jobs: Frequently Asked Questions
Which companies are hiring the most performance directors?
The most active employers for performance directors right now are Alvarez & Marsal, GEICO, and Comcast, and the most openings are in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand is strongest at large sports franchises, healthcare networks, and performance marketing agencies.
How many performance director jobs are remote?
About 81% of performance director openings are fully remote or hybrid as of November 2026, with the highest remote share in digital marketing performance and corporate learning and development roles. Performance directors in sports, clinical settings, or operations typically require consistent on-site presence because their work is tied to physical environments and real-time team interaction.
How do you become a performance director?
Start by building deep expertise in one performance discipline, whether athletic training, marketing analytics, or operational improvement, and move into team leadership as early as possible. Progress to managing programs with measurable outcomes, earn relevant certifications in your sector, and take on cross-functional projects that expose you to strategy and budget decisions. Director roles go to candidates who can show they owned results, not just contributed to them.
Can you get hired as a performance director without direct director-level experience?
Yes, especially if you can demonstrate that you effectively led a performance function even without the title. Hiring managers look for candidates who managed teams, owned KPIs, and drove measurable improvements at scale. Building a portfolio of outcomes, taking on stretch assignments that mirror director-level scope, and targeting organizations that promote from within are the most reliable paths when your title hasn't caught up to your actual experience.
What does the performance director interview process look like?
Most processes run three to four rounds. An initial screening with HR or a talent partner is followed by a panel interview with senior leadership focused on strategic thinking and past outcomes. Expect at least one case-based exercise where you diagnose a performance problem and present a solution. Final rounds often include a conversation with a C-suite executive or board member, particularly for roles with organization-wide accountability.
Where can I find and apply to performance director jobs?
You can find and apply to performance director jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your background and apply directly to each listing without leaving the platform.
See All 190+ Performance Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Performance Director Jobs