Our client is strengthening its approach to goal setting ahead of the 2027 performance year. Leadership wants goals that challenge people more, so that performance ratings reflect real impact. As part of this shift, the company is clarifying what each rating means. “Meets expectations” is a solid, valued result, and higher ratings will recognize performance that goes beyond it.
The organization already trains on SMART goals. It now needs an experienced consultant to take that work to a deeper level, with real examples, hands-on practice, and a strong focus on how managers communicate goals and expectations to their teams. HR leaders will champion the program, supported by a client project team.
This is a high-visibility project with a client that is ready to invest in its managers and employees. Strong performance could lead to follow-on work in 2027, including support for new compensation programs and a procedural guide.
Job Responsibilites
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Partner with the client’s project lead and HR champions to align on rating expectations, goal standards, and examples.
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Design two connected sessions:
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Individual contributors: write and rewrite goals in SMART format, including revising a weak company goal and one of their own.
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Managers: everything above, plus how to review a goal, judge its quality, give useful feedback, and communicate goals and expectations to employees.
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Build a short change-management piece for managers on explaining the shift in rating expectations and handling conversations with employees who may now receive lower ratings.
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Create the materials: facilitator guide, slides, participant workbook, a bank of strong and weak goal examples, rewrite exercises, and a goal-quality checklist for managers.
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Combine your proven materials with the client’s existing SMART content.
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Facilitate the manager and individual contributor sessions, virtually or in person.
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Make revisions based on feedback and wrap up the project.
Job Requirements
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10+ years’ in L&D, talent development, or organizational development, with a track record in established, complex organizations.
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Hands-on experience designing and delivering goal-setting or performance management training.
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Polished, credible communication at every level, from individual contributors to senior leadership.
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Confidence to challenge an organization that believes it already does goal setting well, and to guide it to a deeper standard with tact.
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Strong facilitation skills in both virtual and in-person settings.
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Experience coaching managers on performance conversations and change communication.
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Proven instructional design skills, including facilitator guides, workbooks, and practice-based activities.
Preferred Additional Qualifications
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Experience in pharmaceutical, life sciences, or other regulated industries.
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Experience with performance rating calibration or rollouts of new performance standards.
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Background in compensation-related communication, such as bonus or long-term incentive programs.
Timeline: 11/30/26 to 1/16/27
Location: 100% remote
Schedule: Full-time; 40 hrs/ week
Target Rate: $85/hr 1099