Head of Performance Management

Lhoopa Inc.; Metro Manila; On-site; PHP 2,000,000 - 4,000,000; Full time

Job summary

Lhoopa Inc. seeks a Head of Performance Management to design and implement a comprehensive performance system aligned to business goals. You will lead a hands-on team, build KPI design and calibration processes, and drive data-informed decisions with senior leaders across the company.

With 8–12+ years in HR, you’ll shape performance standards, run calibration and reviews, and connect outcomes to development and rewards, ensuring scalable practices as Lhoopa grows.

Qualifications

• 8–12+ years in HR with emphasis on performance management, organizational development or effectiveness.
• Designed, rebuilt or transformed a performance management system.
• Experience turning business priorities into KPI-driven goals and standards.

Responsibilities

• Build and own an end-to-end performance management framework with goals, KPIs, reviews and rewards.
• Translate company priorities into clear, measurable KPIs at organizational, function and individual levels.
• Lead quarterly and annual performance cycles with calibrated rating standards.
• Create dashboards and reports to reveal performance gaps and enable data-driven decisions.
• Connect performance outcomes to development, succession and rewards.

Skills

KPI design

OKR design

Performance reviews

Dashboards

Leadership

Ground-up processes

Job description

Build the performance system that helps a growing company perform at its best.

As Lhoopa continues to grow, we need more than an annual appraisal process.

We need a performance system that gives people clarity on what success looks like, helps leaders make better decisions, identifies where performance is breaking down, and connects individual contribution to company results.

We’re looking for a Head of Performance Management to build and strengthen that system.

This is a hands-on leadership role for someone who has worked deeply in Performance Management, Organizational Development or Organizational Effectiveness and knows how to turn business priorities into meaningful KPIs and performance standards.

You’ll report directly to the VP of Human Resources and work closely with senior leaders across the business.

What you'll own

Build our performance management framework

You’ll design and implement an end-to-end performance management system covering goal setting, KPI design, performance tracking, reviews, calibration, improvement plans and rewards.

You’ll establish the frameworks, processes and governance needed to make performance management consistent and scalable as the organization grows.

Turn business goals into meaningful KPIs

A major part of the role is helping leaders answer:

“What should we actually be measuring?”

You’ll work with leadership and functional teams to translate company priorities into clear, measurable and outcome-driven KPIs—from organizational goals down to functional and individual performance.

You’ll also challenge measures that encourage the wrong behaviors, conflict across teams, or simply don't tell us whether the business is succeeding.

Help us understand what is driving performance

When performance falls short, the answer isn't always that someone needs training or isn't performing.

You’ll use performance data and organizational insights to understand the underlying issue—whether it relates to capability, process, structure, leadership, resources, incentives or the KPIs themselves.

From there, you'll help determine the right intervention.

Run performance reviews and calibration

You’ll lead quarterly and annual performance cycles, establish clear rating standards and facilitate calibration discussions with leaders.

The goal is to create fair, evidence-based differentiation between high, solid and low performance.

Turn performance data into action

You’ll build dashboards and reporting that help leadership see:

• Where the organization is performing well

• Where performance gaps are emerging

• Which teams or roles need attention

• Where capability development may be needed

• Where goals or KPIs need to change

You’ll translate those insights into recommendations leaders can act on.

Connect performance with development and rewards

You’ll work closely with HR and business leaders to ensure performance outcomes inform coaching, capability development, succession, promotion, recognition and reward decisions.

You'll also help managers become better at setting expectations, giving feedback and having difficult performance conversations.

What we're looking for

You’ll likely have 8–12+ years of HR experience, with significant depth in Performance Management, Organizational Development or Organizational Effectiveness.

More importantly, we're looking for someone who has actually designed, rebuilt or significantly transformed a performance management system—not simply administered an existing process.

You should be comfortable with:

• KPI design, cascading and goal alignment

• Performance management frameworks and methodologies such as KPIs, Balanced Scorecards or OKRs

• Performance reviews and calibration

• Organizational and performance diagnosis

• Performance analytics and dashboards

• Performance improvement and accountability

• Connecting performance outcomes with development and rewards

• Facilitating and influencing senior leaders

• Building processes and frameworks from the ground up

Experience in a fast-growing, evolving or entrepreneurial organization would be particularly valuable.

The opportunity

This isn't a role where you'll simply manage an established annual performance cycle.

You'll have the opportunity to shape how performance is defined, measured and managed across Lhoopa.

You'll work directly with senior leadership, challenge how we measure success, and build a system that can grow with the organization.

If you're someone who enjoys building rather than maintaining, and believes good performance management should help the business make better decisions—not just produce completed appraisal forms,we'd like to hear from you.