About The Job
- Job Title: Learning & Development & Performance Management Manager
- Department: Human Resources
- Reports To: HR Manager
- Location: anywhere in PH
- Work Arrangement: Remote with occasional onsite meetings
- Employment Type: Full-time
- Role Type: Managerial with cross-functional influence
Role Purpose
Own the company's learning ecosystem and onboarding journey end-to-end while embedding AI-enabled tools to drive scale, consistency, and measurable impact. Partner with managers to design role-appropriate KPIs, upskill them to manage team performance effectively, and ensure a healthy cadence of coaching, reviews, and calibration.
Key Result Areas (KRAs), Duties & Responsibilities
L&D Strategy, Systems & Compliance:
- Build and maintain the L&D roadmap aligned to business strategy and capability gaps (technical, leadership, compliance).
- Administer the LMS/LXP (user management, pathways, campaigns, reporting) and integrate with HRIS/SSO.
- Curate and/or design digital courses, microlearning, and learning paths; ensure accessibility and localization where needed.
- Track completion, impact, and compliance (e.g., safety, work rules, privacy) with audit-ready records and dashboards.
- Govern content standards, version control, and vendor relationships; manage L&D budget.
Onboarding & Enablement (AI-Augmented)
- Own the new-hire onboarding blueprint from pre-boarding to 90/120-day ramp, including role-specific learning plans.
- Embed AI tools (chat-based onboarding assistants, automated checklists, smart knowledge bases) to streamline scheduling, task tracking, FAQs, and just-in-time learning.
- Coordinate cross-functional sessions (HR, IT, Safety, Legal, Operations, Marketing, etc.) and ensure timely access/asset provisioning.
- Implement feedback loops (NPS/CSAT, time-to-productivity) and iterate fast to remove friction.
Performance Management, KPIs & Cadence
- Co-create KPI frameworks with managers (OKRs/KRAs, leading/lagging indicators, role scorecards); ensure clarity of targets and definitions.
- Train managers on goal-setting, coaching, 1:1s, feedback, PIPs, calibration, and bias-aware assessments.
- Standardize performance cycles (mid-year, annual), talent reviews, and pay-for-performance linkages in partnership with HR/Finance.
- Build lightweight dashboards (HRIS/BI) for KPI visibility, progress reviews, and early-warning signals (attendance, quality, output, sales, CSAT).
- Ensure documentation quality and legal/policy compliance for performance actions.
Capability Building & Leadership Development
- Run manager essentials programs (coaching, feedback, delegation, change, conflict) and role-based academies (e.g., sales, operations, marketing).
- Use AI for research, insight generation, content drafting, and assessment item creation; pilot adaptive learning and spaced repetition.
- Establish communities of practice and internal facilitator networks; measure knowledge transfer on-the-job (application, error reduction, performance lift).
Ad Hoc / Continuous Improvement
- Drive experiments that automate, analyze, and optimize L&D and performance workflows; document SOPs and playbooks.
Success Metrics (KPIs For This Role)
- Onboarding: Time-to-productivity (TTP) reduction; New-hire 30/60/90-day milestone attainment; Onboarding NPS/CSAT.
- L&D Utilization & Impact: Course/pathway completion %, monthly active learners, post-learning assessment lift, Level-3 application rates, compliance completion on time.
- Performance Cadence: % roles with defined KPIs/scorecards; on-time completion of check-ins/reviews; quality of goals (SMART/OKR audit).
- Manager Capability: Manager enablement scores, coaching frequency, and reduction in unmanaged performance cases.
- Efficiency & AI Adoption: Hours saved via automation, cost per learner, content production lead time, self-service query deflection rate.
Must-Have
- Minimum of 5 years in L&D, Talent Development, or Performance Management; 3+ years owning an LMS/LXP and performance cycles.
- Demonstrated experience building KPI frameworks/scorecards and coaching managers to use them.
- Strong instructional design for digital learning (ADDIE/Backward Design, microlearning, assessment design).
- Comfortable with AI tools (chat assistants, content generation, workflow automations) and data dashboards (HRIS/BI).
- Excellent facilitation, stakeholder management, and project leadership across functions.
Nice-to-Have
- Experience in multi-site or multi-country environments; exposure to manufacturing and/or commercial teams.
- Certifications: CPTD/ATD, Kirkpatrick, OKR Coach, Prosci/Change, or equivalent.
- Working knowledge of HR compliance (e.g., safety, work rules, privacy) relevant to your jurisdictions.
Technical & Tool Stack
- Platforms: LMS/LXP (e.g., Docebo, Cornerstone, 360Learning), HRIS (e.g., PeopleForce/Workday/BambooHR), content authoring (Articulate/Rise/Captivate), survey tools, and BI (Power BI/Tableau/Data Studio).
- AI & Automation: Chat-based onboarding assistants, gen-AI content drafting, automated reminders, workflow tools (Zapier/Make/Power Automate), knowledge bases (Confluence/Notion).
- Collaboration: Microsoft 365/Google Workspace, project boards (Asana/Jira/Trello).
Behavioral Competencies
- Strategic & Systems Thinking.
- Data-Driven Decision Making.
- Coaching & Facilitation.
- Change Leadership.
- Stakeholder Influence without Authority.
- Continuous Improvement.
- Communication Clarity (speaking, writing, visual).
- Bias-aware & compliant performance practices.
Key Working Relationships
- Internal: HR/People Operations, Hiring Managers, Function Heads, IT, Compliance/Legal, Finance/Rewards.
- External: Content vendors, LMS providers, training partners, consultants.
Governance & Compliance
- Maintain audit-ready L&D and performance records; ensure policy alignment, accessibility standards, and data privacy/security practices.
- Publish and maintain SOPs for onboarding, learning design, manager cadence, and performance cycles.
