Remote Performance Manager Jobs
Remote Performance Manager jobs are in active demand at remote-first companies and large distributed teams, including employers like Affirm, Whatnot, and AXIOM, from junior to senior. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 587+ Remote Performance Manager jobs
Overview:
Join an amazing team that is consistently recognized for our achievements and culture, including our most recent Forbes award of being one of America's Best Midsize Employers for 2026!
Position Summary:
This is an opportunity to shape the future of talent and culture at Mercury. We are looking for a strategic, forward-thinking leader to help build a high-performing, disciplined, and human-centered organization by advancing our approach to performance, culture, employee experience, and career architecture.
In this role, you will help define how Mercury grows: strengthening leadership, building scalable talent practices, creating clearer career paths, and ensuring employees have the environment, clarity, and support to do great work. If you are energized by connecting people strategy to business strategy, bringing structure to important decisions, and building the kind of culture that helps a company thrive over time, this is a chance to make meaningful enterprise-wide impact.
Geo-Salary Information:
An in-person interview may be required during the hiring process
State specific pay scales for this role are as follows:
- $128,136 to $252,194 (CA, NJ, NY, WA, HI, AK, MD, CT, RI, MA)
- $116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)
- $104,839 to $206,340 (UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV)
In CA: Typical hiring range is $171,148 to $209,181
The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.
Responsibilities:
ESSENTIAL JOB FUNCTIONS
- Drive the Enterprise Culture and Talent Agenda
- Drive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needs
- Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way
-
Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments
-
Drive Performance, Talent, and Leadership Development
- Drive the company’s approach to performance management, talent reviews, succession, leadership development, and internal mobility
- Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs
- Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness
-
Partner with the People Business Partner team and senior leaders to identify organizational and leadership capability gaps and put plans in place to strengthen bench strength and readiness
-
Design and Ensure Career Architecture and Skills are Relevant and Future Ready
- Drive design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards
- Ensure the framework drives clarity, internal equity, and market competitiveness across roles and functions
- Partner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills
-
Use career architecture to enable stronger talent planning, talent decisions, and alignment of compensation and performance practices to business strategy
-
Shape Employee Experience and Engagement
- Own the strategy for employee experience, engagement, listening, and culture health
- Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action
- Strengthening the employee experience across key moments that matter, from onboarding through growth, development, and change
-
Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work
-
Advance ESG and Inclusion Priorities
- Lead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impact
- Partner across the organization to embed inclusion into leadership, development, engagement, and talent practices
- Help leaders build inclusive, high-performing teams where employees can thrive
- Use data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goals
WHAT SUCCESS LOOKS LIKE
- Talent & Culture is viewed as a strategic advantage and driver of company performance
- Culture is intentional, measurable, and reinforced through leadership behavior and operating norms
- Leaders are stronger, more effective, and better equipped to build high-performing teams
- Performance and talent practices are clear, disciplined, and trusted across the company
- Skills and job architecture are current and actively used to support analytics and informed decision-making
- Engagement insights lead to visible action and a stronger employee experience
- ESG and inclusion priorities are reflected in credible people practices and leadership expectations
QUALIFICATIONS
Education:
- Bachelor’s degree required
Experience:
- 8+ years of progressive experience in talent, culture, organizational effectiveness, leadership development, employee experience, or related People functions
- Experience designing and leading enterprise-wide programs across performance management, talent reviews, succession, leadership development, and employee engagement
- Experience building or evolving career architecture, career frameworks, skills strategies, or related workforce design approaches
- Experience advising senior leaders and influencing decisions across a complex organization
- Experience translating strategy into scalable programs, tools, and operating practices
- Experience using data and organizational insights to diagnose issues, prioritize action, and measure impact
KNOWLEDGE & SKILLS:
- Strong business acumen and the ability to connect talent and culture priorities to company strategy and performance
- Strong judgment, discretion, and credibility when working with senior leaders and sensitive organizational issues
- Excellent written and verbal communication skills, including the ability to shape clear and authentic internal messaging
- Strong facilitation, coaching, and stakeholder management capability
- Ability to move fluidly between strategy, program design, and execution
- Strong analytical orientation, including comfort using engagement, performance, retention, and organizational health data to drive action
- High standards for clarity, rigor, accountability, and practical impact
WHY CHOOSE A CAREER AT MERCURY?
At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.
Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life.
We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.
PERKS AND BENEFITS:
We offer many great benefits, including:
- Competitive compensation
- Flexibility to work from anywhere in the United States for most positions
- Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
- Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
- Medical, dental, vision, life, and pet insurance
- 401 (k) retirement savings plan with company match
- Engaging work environment
- Promotional opportunities
- Education assistance
- Professional and personal development opportunities
- Company recognition program
- Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more
Mercury Insurance 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, status as a protected veteran, or any other characteristic protected by federal, state, or local law.
PAY RANGE: USD $128,136.00 - USD $252,194.00 /Yr.
Overview:
Join an amazing team that is consistently recognized for our achievements and culture, including our most recent Forbes award of being one of America's Best Midsize Employers for 2026!
Position Summary:
This is an opportunity to shape the future of talent and culture at Mercury. We are looking for a strategic, forward-thinking leader to help build a high-performing, disciplined, and human-centered organization by advancing our approach to performance, culture, employee experience, and career architecture.
In this role, you will help define how Mercury grows: strengthening leadership, building scalable talent practices, creating clearer career paths, and ensuring employees have the environment, clarity, and support to do great work. If you are energized by connecting people strategy to business strategy, bringing structure to important decisions, and building the kind of culture that helps a company thrive over time, this is a chance to make meaningful enterprise-wide impact.
Geo-Salary Information:
An in-person interview may be required during the hiring process
State specific pay scales for this role are as follows:
- $128,136 to $252,194 (CA, NJ, NY, WA, HI, AK, MD, CT, RI, MA)
- $116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)
- $104,839 to $206,340 (UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV)
In CA: Typical hiring range is $171,148 to $209,181
The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.
Responsibilities:
ESSENTIAL JOB FUNCTIONS
- Drive the Enterprise Culture and Talent Agenda
- Drive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needs
- Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way
-
Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments
-
Drive Performance, Talent, and Leadership Development
- Drive the company’s approach to performance management, talent reviews, succession, leadership development, and internal mobility
- Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs
- Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness
-
Partner with the People Business Partner team and senior leaders to identify organizational and leadership capability gaps and put plans in place to strengthen bench strength and readiness
-
Design and Ensure Career Architecture and Skills are Relevant and Future Ready
- Drive design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards
- Ensure the framework drives clarity, internal equity, and market competitiveness across roles and functions
- Partner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills
-
Use career architecture to enable stronger talent planning, talent decisions, and alignment of compensation and performance practices to business strategy
-
Shape Employee Experience and Engagement
- Own the strategy for employee experience, engagement, listening, and culture health
- Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action
- Strengthening the employee experience across key moments that matter, from onboarding through growth, development, and change
-
Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work
-
Advance ESG and Inclusion Priorities
- Lead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impact
- Partner across the organization to embed inclusion into leadership, development, engagement, and talent practices
- Help leaders build inclusive, high-performing teams where employees can thrive
- Use data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goals
WHAT SUCCESS LOOKS LIKE
- Talent & Culture is viewed as a strategic advantage and driver of company performance
- Culture is intentional, measurable, and reinforced through leadership behavior and operating norms
- Leaders are stronger, more effective, and better equipped to build high-performing teams
- Performance and talent practices are clear, disciplined, and trusted across the company
- Skills and job architecture are current and actively used to support analytics and informed decision-making
- Engagement insights lead to visible action and a stronger employee experience
- ESG and inclusion priorities are reflected in credible people practices and leadership expectations
QUALIFICATIONS
Education:
- Bachelor’s degree required
Experience:
- 8+ years of progressive experience in talent, culture, organizational effectiveness, leadership development, employee experience, or related People functions
- Experience designing and leading enterprise-wide programs across performance management, talent reviews, succession, leadership development, and employee engagement
- Experience building or evolving career architecture, career frameworks, skills strategies, or related workforce design approaches
- Experience advising senior leaders and influencing decisions across a complex organization
- Experience translating strategy into scalable programs, tools, and operating practices
- Experience using data and organizational insights to diagnose issues, prioritize action, and measure impact
KNOWLEDGE & SKILLS:
- Strong business acumen and the ability to connect talent and culture priorities to company strategy and performance
- Strong judgment, discretion, and credibility when working with senior leaders and sensitive organizational issues
- Excellent written and verbal communication skills, including the ability to shape clear and authentic internal messaging
- Strong facilitation, coaching, and stakeholder management capability
- Ability to move fluidly between strategy, program design, and execution
- Strong analytical orientation, including comfort using engagement, performance, retention, and organizational health data to drive action
- High standards for clarity, rigor, accountability, and practical impact
WHY CHOOSE A CAREER AT MERCURY?
At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.
Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life.
We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.
PERKS AND BENEFITS:
We offer many great benefits, including:
- Competitive compensation
- Flexibility to work from anywhere in the United States for most positions
- Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
- Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
- Medical, dental, vision, life, and pet insurance
- 401 (k) retirement savings plan with company match
- Engaging work environment
- Promotional opportunities
- Education assistance
- Professional and personal development opportunities
- Company recognition program
- Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more
Mercury Insurance 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, status as a protected veteran, or any other characteristic protected by federal, state, or local law.
PAY RANGE: USD $128,136.00 - USD $252,194.00 /Yr.
See All 587+ Remote Performance Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsRemote Performance Manager Job Market
Who's Hiring
- Affirm28
- Whatnot13
- AXIOM12
- Boomi8B
- Veeva Systems8
Top Industries Hiring
- Technology & Software141
- Banking & Financial Services45
- Consulting & Professional Services26
- Retail22
- Healthcare & Medical Services19
What Employers Look For
The qualifications that appear most often in remote performance manager jobs.
- 3-7 years of experience managing individual or team performance programs
- Proficiency with performance management software such as Workday, Lattice, or 15Five
- Experience designing KPI frameworks and scorecards for sales or operational teams
- Strong coaching and feedback delivery skills with demonstrated outcomes
- Bachelor's degree in business, human resources, organizational psychology, or a related field
- Familiarity with data analysis tools and reporting dashboards to track performance trends
Tips for Your Remote Performance Manager Job Search
Quantify outcomes on your resume
Performance managers are hired to move numbers, so your resume needs to show which numbers you moved. Replace vague descriptions with before-and-after results: rep attainment rates, team productivity gains, or reduction in performance review cycle time.
Apply early to roles that fit
Migrate Mate lists performance manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Tailor your resume to the industry vertical
A performance manager in retail focuses on floor productivity and conversion metrics, while one in financial services manages KPIs and compliance targets. Reframe the same experience using the language and metrics standard in the industry you're applying to.
Prepare a structured coaching example
Most performance manager interviews include a behavioral question about turning around a low performer. Have a specific example ready that walks through your diagnosis, the intervention you designed, the timeline, and the measurable outcome.
Target job titles that feed into the role
If you're stepping into your first performance manager position, search for openings that list titles like performance enablement manager or performance and development lead, which often have more flexible experience requirements than senior or head-of roles.
Negotiate scope, not just compensation
When you receive an offer, ask how many direct reports you'll own, what performance data you'll have access to on day one, and whether the role influences incentive plan design. These details define whether you can actually do the job well.
Remote Performance Manager Jobs: Frequently Asked Questions
How do I get a remote performance manager job?
Target companies that already run distributed teams, since they hire remotely by default and know how to onboard someone they never meet in person. Remote performance manager employers screen hard for self-direction and clear written communication on top of the core skills, so show evidence you can own work without someone over your shoulder. Apply to the openings above that match your experience.
Which companies hire remote performance managers?
Employers currently hiring remote performance managers include Affirm, Whatnot, and AXIOM, per current remote listings on Migrate Mate as of June 2026. Remote-first firms and large companies running distributed teams post the most remote performance manager roles.
Can you get a remote performance manager job with no experience?
Yes, but it is harder than an on-site role, because remote work expects you to operate independently from the start. Entry-level remote performance manager openings do exist, especially at remote-first companies, and a portfolio of real work helps more than a long resume. Applying broadly to the roles that fit improves your odds.
Do you need a degree for remote performance manager jobs?
Not always. Many employers hire remote performance managers on demonstrated skills and prior work rather than a specific degree, though some larger companies still prefer one. Showing relevant results matters more than a credential for most remote performance manager roles.
Which industries hire the most remote performance managers?
Remote performance manager roles concentrate in Technology & Software, Banking & Financial Services, and Consulting & Professional Services, based on current remote listings on Migrate Mate as of June 2026. These sectors run distributed teams and hire performance managers remotely most consistently.
See All 587+ Remote Performance Manager Jobs
Find roles that match your experience and apply in just a few clicks.
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