Learning & Development & Performance Management Manager

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.