VP, Performance Management & Learning Development - Indonesia

Impact Investment Exchange Pte. Ltd.; Jakarta Utara; On-site; IDR 800,000,000 - 1,600,000,000; Full time

Job summary

IIX is seeking a VP, Performance Management & Learning Development to own performance management design and a learning ecosystem that supports people to meet goals. You will ensure fair, transparent processes aligned to IIX’s mission, driving capability and impact across the organization.

The role requires leading PM and L&D with a strategic, hands-on approach, partnering with HRBPs and senior leaders, and delivering scalable programs across distributed teams, with a focus on outcomes and equity.

Qualifications

• Proven design and operationalization of performance management frameworks (OKRs, reviews, calibration).
• Experience delivering learning programs across in-person, virtual, and e-learning formats.
• Ability to partner with senior leaders on governance of PM and L&D.

Responsibilities

• Design and run end-to-end performance management framework and review cycles.
• Develop performance standards, competency models, and role-level expectations.
• Build an annual learning calendar and blended learning journeys.
• Facilitate key programs and coach internal SMEs.
• Manage external vendors and LMS administration.

Skills

Performance management

Learning & development

Instructional design

LMS management

Facilitation & training

Stakeholder management

HR analytics

Change leadership

Education

Bachelor’s degree in HR, Organizational Development, Psychology, or related field

Master’s or professional certification (CPLP, ATD, CIPD, SHRM)

Tools

Articulate Storyline/Rise

Learning management systems (LMS)

Job description

VP, Performance Management & Learning Development - Indonesia

IIX (Impact Investment Exchange) is a Singapore-headquartered pioneer in impact investing, connecting capital markets with sustainable development. For over a decade, IIX has been building the infrastructure for impact — structuring innovative financial instruments, running donor-funded development programs, and developing digital platforms that serve impact investors, enterprises, and communities across Asia and beyond.

Our work spans impact-linked securities, blended finance, gender-lens investing, and climate finance — always with the goal of mobilizing private capital for social and environmental good. We are a lean, mission-obsessed team. Everyone here wears multiple hats, moves fast, and cares deeply about the work. If that energizes you, you’ll thrive at IIX.

About the role

IIX is seeking a VP, Performance Management & Learning Development to own two deeply interconnected functions: designing and running IIX’s performance management system, and building a learning ecosystem that directly supports people in meeting and exceeding their performance goals. This role ensures that how we assess, develop, and grow our people is coherent, fair, and tied to IIX’s mission. Success means a workforce that understands what great performance looks like, receives meaningful feedback and development, and is continuously building the capabilities IIX needs to deliver impact at scale

Key Responsibilities:

Performance Management Design & Delivery

• Design, implement, and continuously improve IIX’s end-to-end performance management framework — including goal-setting methodology (e.g., OKRs or equivalent), review cycles, rating calibration, and feedback processes.
• Own the annual and mid-year performance review cycles: build timelines, manage communications, train managers and employees, and ensure consistent, fair execution across all business units.
• Develop performance standards, competency frameworks, and role-level expectations in partnership with HRBPs and business unit heads.
• Identify systemic performance gaps and work with L&D to translate these into targeted development interventions.
• Partner with HR leadership to ensure performance outcomes are linked to compensation, promotion, and succession decisions in a transparent and equitable way.
• Design IIX’s L&D strategy with performance management outcomes at its core — ensuring learning investments directly address capability gaps surfaced through the performance cycle.
• Conduct training needs analyses (TNA) in partnership with HRBPs and business unit heads, using performance data to prioritize learning initiatives.
• Build an annual learning calendar spanning technical skill-building, leadership development, and IIX culture/values programming.
• Design blended learning journeys combining instructor-led training, e-learning, on-the-job development, and peer learning.

Instructional Design

• Apply instructional design principles (e.g., ADDIE, SAM, Bloom’s Taxonomy) to develop high-quality learning materials including facilitator guides, participant workbooks, e-learning modules, and job aids.
• Create engaging, learner-centered content using authoring tools (e.g., Articulate Storyline, Rise, or equivalent) and digital learning platforms.
• Ensure all learning content is contextually relevant, visually compelling, and accessible across IIX’s geographically distributed team.
• Iterate continuously on course design based on learner feedback, assessment data, and performance outcomes.

Training Delivery & Facilitation

• Personally facilitate key programs including manager capability workshops, performance calibration training, onboarding, leadership development, and PREM values sessions.
• Coach and certify internal subject matter experts and team leads to deliver functional training within their areas.
• Manage external training vendors and facilitators, ensuring quality and alignment with IIX’s standards and budget.
• Leverage virtual and hybrid delivery approaches to reach team members across multiple geographies.

Measurement & Continuous Improvement

• Establish evaluation frameworks (e.g., Kirkpatrick model) to assess training effectiveness, and connect learning outcomes directly to performance improvement data.
• Track and report on performance review completion, rating distributions, L&D participation, and skill improvement to HR leadership and senior stakeholders.
• Use data to surface trends, identify systemic issues, and make evidence-based recommendations on both PM and L&D investment priorities.

Stakeholder Partnership & Operations

• Partner closely with HRBPs and senior leaders to embed PM and L&D into the broader talent management, compensation, and succession planning processes.
• Manage the L&D budget, vendor relationships, and learning management system (LMS) administration.
• Champion a high-performance, learning-oriented culture at IIX — where feedback is normalized, growth is supported, and accountability is shared.

What We’re Looking For

Experience & Skills

• 10-13 years of experience in HR, with a strong dual track record across both performance management and learning & development.
• Proven experience designing and operationalizing performance management frameworks — including goal-setting, review cycles, competency models, and calibration processes.
• Demonstrated ability to design and deliver learning programs across multiple formats: in-person facilitation, virtual/hybrid, e-learning, and self-directed learning.
• Proficiency in instructional design methodologies (ADDIE, SAM, Bloom’s Taxonomy) and authoring tools (Articulate Storyline/Rise or equivalent).
• Experience managing an LMS and other digital learning and performance infrastructure.
• Strong stakeholder management skills; comfortable advising and influencing senior leaders on performance and capability topics.
• Prior experience in a fast-paced, international, or mission-driven organization is a strong advantage.
• Bachelor’s degree in HR, Organizational Development, Psychology, or related field; Master’s or professional certification (CPLP, ATD, CIPD, SHRM) is an advantage.

The Person

• You think holistically about people performance — you understand that how we assess people and how we develop them must be two sides of the same coin.
• You’re an energetic facilitator who lights up a room, and a rigorous systems thinker who designs frameworks that actually stick.
• You’re self-directed and comfortable building structure in ambiguous environments — you don’t wait to be told what’s needed.
• You believe that equitable performance processes are a foundation for organizational trust, and you bring that conviction into every design decision.

THE PREM FRAMEWORK

Every IIX team member is a PREM professional. We look for these qualities in everyone we hire:

P

Mission-driven & purpose-led

R

Resilient

Thrives under pressure & ambiguity

E

Equitable

Champions fairness & inclusion

M

Maverick

Bold, entrepreneurial thinker

Why IIX

• Work at the intersection of finance and impact — your contribution directly enables IIX’s mission to mobilize capital for social and environmental good.
• Own and shape two high-impact functions — this is a strategic, high-visibility role with real mandate to build from the ground up.
• A lean, high-trust team where your work will be felt across the entire organization.
• Hybrid work arrangement with a collaborative, mission-obsessed culture based in Manila.
• A culture that takes PREM values seriously — you will be seen, heard, and valued.

IIX is an equal opportunity employer. We are committed to building a diverse, inclusive team that reflects the communities we serve.