HR Manager - Learning & Development & Performance Management

Addiction Foods NZ Ltd.; Kuala Selangor; On-site; MYR 120,000 - 180,000; Full time

Job summary

Addiction Foods NZ Ltd. is seeking a HR Manager – Learning & Development & Performance Management to lead and continuously improve our L&D, onboarding, and performance systems across functions and locations.

The role goes beyond training, requiring automation, AI-driven insights, KPI design and governance to drive measurable people outcomes. You will partner with managers and HR across the business to scale and standardize processes.

Qualifications

• Minimum 5 years of progressive HR experience, with strong experience in Learning & Development and Performance Management.
• Demonstrated experience owning or significantly improving L&D, onboarding, and/or performance management processes.
• Proven track record of HR process improvement, including redesigning inefficient or manual processes and implementing measurable improvements.
• Hands-on experience developing KPIs, KRAs, performance scorecards, or performance management frameworks.
• Experience working directly with managers to strengthen coaching, performance management, and employee development.
• Strong understanding of instructional design, learning evaluation, digital learning, and assessment design.
• Strong technology orientation with practical experience using AI in HR or business processes.
• Hands-on exposure to workflow automation or HR automation tools such as Power Automate, Zapier, Make, HRIS workflow automation, or similar platforms.
• Ability to use HR data, dashboards, and analytics to identify issues and support decisions.
• Strong project management, stakeholder management, facilitation, and communication skills.

Responsibilities

• Own and continuously improve the company’s Learning & Development, Onboarding, and Performance Management frameworks.
• Partner with managers and HR stakeholders across functions and locations to design pathways, roles, and leadership development.
• Manage LMS/LXP, learner administration, assessments, tracking, reporting, and training records.
• Design digital learning, microlearning, assessments, and scalable learning solutions.
• Establish methods for measuring learning effectiveness and performance improvements.
• Develop and maintain standards, SOPs, templates, governance, and documentation.
• Develop dashboards and reporting to visualize performance trends and completion rates.
• Lead HR process improvement projects and apply AI/automation tools to HR activities.
• Support talent reviews, succession planning, and development initiatives.
• Ensure governance, data privacy, and scalable HR processes across multi-country operations.

Skills

Data-driven

Process-oriented

Technology orientation

Project management

Stakeholder management

Coaching & facilitation

Change leadership

Communication clarity

Analytics

Tools

Power Automate

Zapier

Make

HRIS workflows

Docebo

Cornerstone

360Learning

Moodle

Power BI

Excel

Job description

HR Manager – Learning & Development & Performance Management

About the Job

We are looking for a HR Manager – Learning & Development & Performance Management to lead and continuously improve the company’s learning, onboarding, and performance management systems.

This role is not limited to administering training programs or coordinating performance reviews. We are looking for someone who has proven experience improving HR processes, simplifying workflows, introducing automation, and using technology and AI to make HR processes more efficient, consistent, scalable, and measurable.

The role will own the end-to-end Learning & Development, Onboarding, and Performance Management frameworks, while partnering closely with managers and HR stakeholders across different functions and locations.

The successful candidate must be technology-savvy, data-driven, process-oriented, and comfortable applying AI and HR automation tools to real business processes.

Key Responsibilities

Learning & Development

• Develop and continuously improve the company’s L&D strategy, framework, and annual learning roadmap based on business priorities and capability gaps.
• Design and manage role-based learning pathways, functional academies, leadership development, compliance training, and other capability-building programs.
• Manage the LMS/LXP, including learner administration, learning pathways, assessments, completion tracking, reporting, and training records.
• Design or curate digital learning, microlearning, assessments, practical learning activities, and other scalable learning solutions.
• Establish appropriate methods for measuring learning effectiveness, including knowledge retention, application on the job, behavioral change, and performance improvement.
• Develop and maintain L&D standards, SOPs, templates, governance, and documentation.
• Manage external training providers, learning vendors, and L&D-related budgets.

Onboarding & Employee Enablement

• Own and continuously improve the employee onboarding journey from pre-boarding through the employee's initial performance ramp-up period.
• Develop structured 30/60/90-day or role-specific onboarding and learning plans in partnership with hiring managers.
• Ensure onboarding activities, systems access, training, stakeholder introductions, and required documentation are properly coordinated and tracked.
• Build scalable onboarding processes that provide employees and managers with clear responsibilities, milestones, and expectations.
• Measure onboarding effectiveness using indicators such as time-to-productivity, milestone completion, employee feedback, and manager feedback.
• Identify onboarding bottlenecks and redesign processes to improve employee experience and operational efficiency.

Performance Management & KPI Frameworks

• Own and continuously improve the company’s performance management framework, processes, templates, systems, and annual performance cycle.
• Partner with managers and functional leaders to develop meaningful KPIs, KRAs, OKRs, scorecards, and performance measures appropriate to different roles.
• Ensure performance expectations, targets, measurement definitions, and accountabilities are clearly established.
• Guide and train managers on effective goal setting, performance coaching, feedback, 1:1 discussions, performance reviews, calibration, and performance improvement.
• Monitor completion and quality of probationary reviews, mid-year reviews, annual reviews, and other required performance discussions.
• Support HR and managers in maintaining appropriate performance documentation and ensuring consistent application of company processes.
• Develop dashboards and reporting that provide visibility into performance trends, completion rates, performance risks, and areas requiring management attention.
• Support talent reviews, succession discussions, development planning, and other talent management initiatives.

HR Process Improvement, AI & Automation

• Review existing L&D, onboarding, and performance management processes and identify opportunities to simplify, standardize, automate, or eliminate unnecessary manual work.
• Lead HR process improvement projects from problem identification and process mapping through solution design, implementation, testing, documentation, and adoption.
• Apply AI tools to improve HR activities such as learning content development, assessments, onboarding support, knowledge management, analysis, reporting, and employee/manager self-service.
• Design and implement automated HR workflows using tools such as Power Automate, Zapier, Make, HRIS workflows, APIs, or similar technologies.
• Automate recurring activities such as reminders, approvals, learning assignments, onboarding tasks, performance review tracking, notifications, data consolidation, and reporting.
• Build practical dashboards and management reports using HRIS, Excel, Power BI, or similar tools.
• Evaluate new HR technologies and recommend solutions based on business need, usability, scalability, cost, security, and measurable value.
• Maintain appropriate controls, documentation, data privacy, and human oversight when implementing AI-enabled HR processes.
• Measure the impact of improvement initiatives through time saved, reduction in manual work, process cycle time, adoption, accuracy, compliance, and user experience.

Manager & Leadership Capability Building

• Develop programs that strengthen manager capability in areas such as coaching, feedback, delegation, performance management, change leadership, communication, and conflict management.
• Provide managers with practical tools, templates, dashboards, and guidance to improve people-management effectiveness.
• Establish internal subject-matter expert and facilitator networks where appropriate.
• Promote knowledge sharing, communities of practice, and continuous learning across functions and locations.

Governance, Data & Continuous Improvement

• Maintain accurate and audit-ready records for L&D, onboarding, and performance management activities.
• Develop and maintain SOPs, process maps, playbooks, templates, guidelines, and governance standards.
• Monitor HR process and program performance using relevant data and recommend corrective or improvement actions.
• Ensure HR systems and processes are scalable and support a multi-country and growing organization.
• Lead continuous improvement projects within the role's areas of responsibility.

Key Success Measures

• Reduction in time-to-productivity for new employees.
• Completion and effectiveness of structured 30/60/90-day onboarding plans.
• Learning completion, assessment performance, and demonstrated application of learning on the job.
• Percentage of applicable roles with clearly defined KPIs, KRAs, or scorecards.
• Timely completion and quality of probationary, mid-year, annual, and other performance reviews.
• Improvement in manager capability to set expectations, coach employees, and manage performance.
• Reduction in unmanaged or delayed performance issues.
• Improvements in HR process cycle time, accuracy, consistency, and user experience.
• Hours of manual HR work eliminated or reduced through automation.
• Adoption and effectiveness of AI-enabled HR tools and automated workflows.
• Quality and accessibility of HR dashboards, management information, SOPs, and process documentation.
• Measurable improvements resulting from HR process improvement initiatives.

Qualifications & Experience

Must-Have

• Minimum 5 years of progressive HR experience, with strong experience in Learning & Development and Performance Management.
• Demonstrated experience owning or significantly improving L&D, onboarding, and/or performance management processes.
• Proven track record of HR process improvement, including redesigning inefficient or manual processes and implementing measurable improvements.
• Hands-on experience developing KPIs, KRAs, performance scorecards, or performance management frameworks.
• Experience working directly with managers to strengthen coaching, performance management, and employee development.
• Strong understanding of instructional design, learning evaluation, digital learning, and assessment design.
• Strong technology orientation with practical experience using AI in HR or business processes.
• Hands-on exposure to workflow automation or HR automation tools such as Power Automate, Zapier, Make, HRIS workflows, or similar platforms.
• Ability to use HR data, dashboards, and analytics to identify issues and support decisions.
• Strong project management, stakeholder management, facilitation, and communication skills.
• Ability to independently take a process improvement initiative from problem identification through implementation and measurement.

Preferred

• Experience working in a multi-country, multi-site, or geographically distributed organization.
• Experience supporting manufacturing, operations, sales, marketing, or other diverse functional teams.
• Experience implementing or improving an LMS, HRIS, performance management system, or HR technology platform.
• Experience with Power BI, advanced Excel, workflow tools, knowledge-management platforms, or AI-assisted HR solutions.
• Certifications in L&D, Talent Management, Performance Management, Change Management, Lean/Continuous Improvement, or related disciplines are an advantage.

Technology & Systems Capability

The successful candidate does not need to be a software developer but must be highly comfortable working with technology and learning new systems.

Relevant experience may include

• HRIS: PeopleForce, Workday, BambooHR, or similar.
• LMS/LXP: Docebo, Cornerstone, 360Learning, Moodle, or similar.
• Automation: Microsoft Power Automate, Zapier, Make, HRIS workflow automation, or similar.
• AI: ChatGPT or other generative AI platforms for research, analysis, content development, knowledge management, assessments, and workflow support.
• Data & Reporting: Excel, Power BI, Tableau, Looker Studio, or similar.
• Learning Content: Articulate 360/Rise, Captivate, Canva, or similar.
• Collaboration & Project Management: Microsoft 365, Teams, SharePoint, Trello, Asana, Jira, or similar.

Behavioral Competencies

• Process & Systems Thinking – sees HR as interconnected processes and continuously looks for better ways of working.
• Continuous Improvement Mindset – challenges inefficient processes and turns improvement opportunities into implemented solutions.
• Technology & AI Mindset – actively applies appropriate technology rather than relying on manual processes.
• Data-Driven Decision Making – uses evidence and measurable outcomes to guide recommendations.
• Ownership & Execution – takes initiatives from concept through implementation and follow-through.
• Coaching & Facilitation – builds manager and employee capability rather than simply administering programs.
• Change Leadership – supports adoption of new systems, processes, and ways of working.
• Stakeholder Influence – effectively partners with managers and leaders across different functions and locations.
• Communication Clarity – communicates complex processes in simple, practical terms.
• Governance & Attention to Detail – maintains reliable records, controls, documentation, and process discipline.

Key Working Relationships

• Internal: HR/People Operations, Functional Heads, Hiring Managers, People Managers, IT, Finance, Operations, Quality, Safety, Sales, Marketing and other business functions.
• External: Training providers, LMS/HR technology vendors, consultants, content providers, and other HR service partners.