Talent Strategy & Business Alignment for results that matter

We help companies drive business results by attracting, growing and engaging their most vital asset... people.

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Employee Engagement

With few exceptions, all leaders agree: highly engaged employees outperform disengaged employees. Yet despite the research, the surveys and the focus on engagement, most senior teams report being frustrated at the lack of progress when it comes to building a culture of engagement.

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Leadership Development

With the supply of talent getting smaller and roles getting bigger it’s crucial that current development practices identify and develop emerging and high potential leaders. These leaders have the potential to advance into higher level roles and take on challenging assignments.

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Talent Assessments

If your organization had “the secret sauce” that could predict the performance of candidates and current employees – would you use it? Talent assessments enable organizations to match candidates with jobs that fit their competencies, behaviors and connection skills, ensuring cultural "fit" with the organization.

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Recruiting & Search

As a leader and innovator, PMP's signature Search practice has identified, assessed and ultimately, placed top C-Suite and management talent in leading organizations in every industry sector, including high impact not-for-profits.

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A best-in-class talent management firm.

Performance Management Partners is a best-in-class talent management and human resource consulting firm that provides strategic insight and practical solutions to critical business challenges that directly impact the success of your organization. We assess, select, engage, coach and develop the right talent who can win in today’s competitive and changing marketplace.

News and Events

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Financial services company aims to employ 1,500 in Amherst - Randaccio is Business Coach to CEO


When Ryan Sasson was deciding where to expand his Manhattan financial services firm to add up to 1,500 jobs, the Buffalo region stood out for a number of reasons: • A low-cost, readily available labor supply • Several universities in close proximity • Its millennial population Those three factors helped lead to Tuesday's new...

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Why Be Average? How Great Companies Drive Engagement.


Why Be Average? How Great Companies Drive Engagement. When was the last time “average” was an acceptable business outcome? Yet average employee engagement is precisely what many organizations have settled for. Fortunately, research has identified the factors required to drive engagement. Join us for a complimentary Training Industry...

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Becoming a first-time manager is one of the most challenging transitions a person will face in their career. Join us May 9 & 10 and learn how to Lead People.


It probably didn’t take long for your new manager to figure out that the skills that helped them become a high performer weren’t necessarily the skills that would make them an effective leader.  The role of individual contributor rarely prepares someone to effectively manage the performance of other people. Managing requires a dif...

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