Talent and Performance Manager

Location: Hybrid (Dallas or Houston, TX)

Department: DEPADM

The Opportunity

The Performance & Development Manager is responsible for building and leading the organization’s performance, talent management, succession planning, talent identification, and Early Careers agenda. This is a new role within the Talent function and will play a key part in creating the frameworks, processes, systems, and governance needed to identify, develop, and retain talent across the organization.

This role will lead the implementation and ongoing management of the performance management system, including goal setting, performance reviews, calibration, and related processes. It will also establish practical frameworks for succession planning, talent reviews, talent identification, internal mobility, and career development.

Working closely with business leaders, HR Business Partners, Talent Acquisition, HRIS, and Learning & Development, this role will ensure talent and performance practices are aligned to business needs and future workforce requirements. While the role does not own Learning & Development, it partners closely with L&D to ensure the right training, development programs, and career pathways are in place to support employee growth and long-term talent sustainability.

What you will do?

• Build, implement, and manage the organization’s performance and talent management frameworks, including performance reviews, goal setting, talent reviews, succession planning, talent identification, and internal mobility.
• Lead the implementation, rollout, adoption, and continuous improvement of the new performance management system.
• Own annual, mid-year, and other performance management cycles, including timelines, communications, system readiness, manager guidance, calibration, reporting, and follow-up actions.
• Design and lead succession planning and talent review processes for critical roles and key talent populations.
• Create practical talent identification frameworks to assess performance, potential, readiness, development needs, and future career opportunities.
• Partner with business leaders and HRBPs to understand talent risks, capability gaps, succession needs, and future workforce requirements.
• Partner with Talent Acquisition to connect internal talent pipelines, Early Careers programs, and external hiring strategies.
• Work with Learning & Development to translate performance outcomes, talent gaps, and succession needs into relevant development programs, training, and career pathways.
• Own the Early Careers framework and oversee the development of internship, graduate, apprenticeship, and other entry-level talent programs.
• Provide tools, governance, reporting, and guidance to support consistent performance conversations, talent decisions, succession planning, and career development.
• Manage and develop the Talent & Performance team, ensuring clear priorities, accountability, and delivery.
  
  

Required Qualifications And Experience

• Significant (8 years) experience in Talent Management, Performance Management, Organizational Development, Early Careers, or a related HR discipline within a complex organization.
• Proven experience building or managing performance management processes, including goal setting, reviews, calibration, reporting, communications, and continuous improvement.
• Experience implementing, rolling out, managing, or optimizing performance management systems or related HRIS/talent platforms.
• Experience leading or supporting succession planning, talent reviews, talent identification, internal mobility, and talent pipeline initiatives.
• Strong understanding of how to connect performance, potential, development, succession, internal mobility, and workforce planning.
• Ability to partner with senior leaders and HR stakeholders to translate business needs into practical talent and performance priorities.
• Strong analytical skills, with the ability to use talent and performance data to identify risks, gaps, opportunities, and actions.
• Strong communication, facilitation, change management, and project management skills.
• Ability to build scalable frameworks, governance models, and processes in an environment where some practices may still be developing.
• Experience leading, coaching, or developing team members.
• Bachelor’s degree required, preferably in Human Resources, Business, Organizational Psychology, or a related field.
  
  

Preferred Qualifications And Experience

• Master’s degree in Business, Organizational Development, or a related field preferred.
• Professional HR certification preferred.
• Experience building new talent or performance processes from the ground up.
  
  

How We Support You

We believe your best work happens when you feel supported - professionally, personally, and financially. That’s why we offer a range of benefits designed to help you thrive, stay healthy, and plan for the future.

• Performance-driven rewards – Competitive pay with incentive opportunities that recognize your results and contributions.
• Comprehensive healthcare – Medical, dental, and vision coverage that supports you and your family’s total well-being.
• Security and peace of mind – Life and disability insurance programs that provide protection when it matters most.
• Flexible benefits options – A variety of voluntary benefits so you can personalize coverage to fit your needs.
• Time to recharge – Generous paid time off to relax, travel, and maintain a healthy work-life balance.
• Investing in your growth – Education assistance and tuition support to help you build skills and advance your career.
• Planning for the future – Retirement and savings programs that help you achieve long-term financial confidence.
  
  

Come build with us

At Integra, we’re driven by a vision to transform the data center industry. We specialize in delivering optimized turnkey solutions that bring together speed, quality, and reliability - helping our clients build and operate the mission-critical infrastructure that powers today’s digital world. Integra is a vertically integrated company - owning and managing every phase of the process from site selection and design to manufacturing, procurement, commissioning, and warranty. This approach allows us to move faster, solve challenges more efficiently, and deliver exceptional outcomes for our partners.

What truly sets Integra apart is our people. We are a team of problem-solvers, engineers, builders, and operators who thrive on tackling complex challenges and delivering results. Our culture values collaboration, accountability, and continuous improvement - because in a rapidly evolving digital landscape, excellence and adaptability matter.

Joining Integra means being part of a company that is shaping the future of data center infrastructure. If you’re passionate about innovation, impact, and building systems the world depends on, you’ll find the opportunity to grow and make a difference here.

Equal Opportunity Statement

Integra provides equal employment opportunities for all people. No employee or applicant for employment will be discriminated against because of race, creed, origin, marital status, sexual orientation, age, otherwise qualified disabled or veteran status or any other characteristic protected by law. If you are a qualified applicant who requires reasonable accommodation to complete a job application, pre-employment testing, a job interview or to otherwise participate in the hiring process, please contact talent_acquisition@integra.com