**Description** **Location:** On site at location listed in job posting. The Performance Management Advisor will be a key driver in transforming and evolving the organization’s performance management process to align with business goals, organizational culture, and risk management priorities. This position will play a pivotal role in deploying a forward-thinking performance management system with a 70/30 focus on performance outcomes and behaviors/risk while leading change management initiatives across the enterprise. As part of the Talent Center of Excellence (TCoE) within Human Resources, this role requires expertise in performance management systems, leadership engagement, and change management to uplift a comprehensive initiative within a financial institution scaling toward large financial institution status. **Key Responsibilities:** **Performance Management Process Evolution** + Lead the redesign and deployment of a new performance management framework focused on 70% measurable performance outcomes (e.g., productivity, KPIs) and 30% behaviors and risk compliance. + Collaborate with HR leadership and business unit leaders to align the performance management process with organizational objectives and regulatory requirements. + Evaluate current performance management practices and recommend improvements based on industry trends and best practices. + Curate goal-setting frameworks that align individual and team objectives with organizational priorities, ensuring consistency across the company. **System Deployment and Optimization** + Partner with IT and HRIS teams to deploy and optimize the system that integrates feedback, goal-setting, and evaluation processes. + Serve as the subject matter expert (SME) for system implementation, configuration, and training. **Change Management Leadership** + Develop and execute a change management strategy to drive adoption of the new performance management system and framework. + Create and deliver training programs for leaders and associates to educate them on new processes, performance expectations, and behaviors tied to organizational culture and risk. + Provide regular updates and communications to employees at all levels, addressing the “why” behind the changes to ensure buy-in and engagement. **Leadership Engagement and Stakeholder Collaboration** + Partner with leaders across the organization to coach and equip them to have meaningful conversations through resources such as goal-planning, check-ins, competency assessments and skill development planning. + Collaborate with key stakeholders in risk management and compliance teams to ensure alignment with behaviors tied to organizational values and regulatory expectations. **Analytics and Reporting** + Develop and track performance metrics to assess the success of the performance management initiative. + Provide data-driven insights and dashboards to HR and business leaders, highlighting trends in performance, behaviors, and risk alignment. + Ensure the system can generate actionable reports to support leaders during performance check-ins. **Cultural Uplift and Continuous Improvement** + Align performance management practices with organizational culture, values, and growth strategy, fostering a culture of accountability and high performance. + Collect feedback post-implementation and continuously refine the process to adapt to evolving organizational needs. **Qualifications:** **Education and Experience:** + Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; Master’s degree preferred. + 7+ years of experience in performance management, talent management, or organizational effectiveness, preferably within the financial services industry. + Experience in leading large-scale change management initiatives in complex organizations. **Skills and Competencies:** + Strong knowledge of performance management systems and frameworks. + Proven experience in change management and organizational transformation. + Familiarity with compliance and risk management principles, particularly in regulated industries. + Exceptional communication and presentation skills, with the ability to influence senior leaders. + Strong analytical skills with experience using data to inform decision-making. + Project management expertise, including managing timelines and deliverables across multiple stakeholders. **About Us** **First Horizon Corp. (NYSE: FHN)** , with $82.6 billion in assets as of September 30, 2024, is a leading regional financial services company, dedicated to helping our clients, communities and associates unlock their full potential with capital and counsel. Headquartered in Memphis, TN, the banking subsidiary First Horizon Bank operates in 12 states across the southern U.S. The Company and its subsidiaries offer commercial, private banking, consumer, small business, wealth and trust management, retail brokerage, capital markets, fixed income, and mortgage banking services. First Horizon has been recognized as one of the nation's best employers by Fortune and Forbes magazines and a Top 10 Most Reputable U.S. Bank. More information is available at www.FirstHorizon.com (https://urldefense.com/v3/\_\_https:/www.firsthorizon.com/\_\_;!!Cz2fjcuE!hpq9hPnrucZCPIAVPojVESItIq-FPzhurNdCrQ3JE8Rkx3gMd70nIk6\_kmPxl66\_oJCEsXs0gNunPowMAMHCmBYPOtUxUGI$) . **Benefit Highlights** • Medical with wellness incentives, dental, and vision • HSA with company match • Maternity and parental leave • Tuition reimbursement • Mentor program • 401(k) with 6% match • More -- FirstHorizon.com/First-Horizon-National-Corporation/Careers/Our-Benefits **Corporate Diversity Commitment:** We remain committed to creating a more equitable society, and that starts with our associates, our clients, and the communities we serve. We do this by elevating equity, providing capital and counsel, and committing to excellence in everything we do. **Follow Us** Facebook (https://www.facebook.com/FirstHorizonBank) X formerly Twitter LinkedIn (http://www.linkedin.com/company/first-horizon-bank) Instagram YouTube (https://www.youtube.com/channel/UCEVs5OMj-b0H9Dr5Q209\_-Q) Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)