Head of Performance & Organizational Effectiveness

Lhoopa, Inc.; Mandaluyong; Hybrid; PHP 1,200,000 - 2,400,000; Full time

Job summary

Lhoopa, Inc. is seeking a senior leader to architect our performance management, organizational effectiveness, and strategy & ops framework from the ground up.

You will partner with the C-suite to translate strategy into clear, cascaded goals and create fair, calibrated review processes that connect performance to rewards and growth. You will enable leaders and shape culture by coaching managers on feedback, underperformance, and career progression, while optimizing HR systems and workflows for

Qualifications

• 5–8+ years in Performance Management, OD, HR Strategy, Total Rewards or BizOps in fast-growing environments.
• Proven track record designing or overhauling company-wide performance frameworks from 0-to-1 or 1-to-N.
• Strong business acumen with the confidence to challenge senior leaders constructively.

Responsibilities

• Architect the Execution Framework by translating strategy into cascaded goals (OKRs/KPIs).
• Establish calibration standards to ensure accountability and avoid grade inflation.
• Link evaluation outcomes to total rewards, career progression, and PIPs.
• Coach managers to drive continuous feedback and address underperformance.
• Optimize systems and workflows with modern HR tech and dashboards.

Skills

Performance management

Total rewards

OD/OE

HR strategy

Job description

What if you could build the performance system you always wished your company had?

Not inherit it.

Not patch an old appraisal form.

Not spend the next twelve months chasing managers to fill out performance reviews.

Actually build it.

We’re looking for a senior Performance Management, Organizational Effectiveness, or Strategy & Ops leader to take on a build-from-scratch mandate inside a rapidly growing, mission-led organization.

The challenge is straightforward to describe, but complex to solve:

• How do you take high-level business strategy and translate it into clear, departmental execution?
• How do you ensure teams across multiple functions aren't working toward conflicting goals?
• How do you distinguish real business impact from simple busyness?
• How do you equip leaders to have candid, high-stakes performance conversations?
• And how do you build an environment where accountability, development, and rewards actually connect?

That is the mandate.

What You’ll Do

You won't just manage an HR process—you’ll architect the operating system behind how our entire organization delivers results.

• Architect the Execution Framework: Partner with C-suite and line leaders to translate strategic priorities into clear, cascaded operational goals (OKRs/KPIs) across diverse business functions.
• Establish Calibration & Standards: Build fair, objective review cycles and calibration standards that maintain high accountability and eliminate grade inflation.
• Link Performance to Consequence Management: Connect evaluation outcomes directly to total rewards, career progression, and structured performance improvement plans (PIPs).
• Enable Leaders & Culture: Train and coach managers to run meaningful continuous feedback, address underperformance decisively, and champion top performers.
• Optimize Systems & Workflows: Leverage modern HR technology, simple dashboards, and automated workflows so performance tracking feels seamless, not bureaucratic.

Who You Are

We are less concerned with a specific HR job title and more interested in someone who has previously looked at an organization's performance framework and said:

"This isn't telling us what we actually need to know—and it isn't helping us win."

...and then redesigned it.

You don't need to be a pure data analyst. What you do need is strong commercial logic, operational rigor, and executive influence.

You are a great fit if your background includes:

• Performance Management & Total Rewards: You’ve designed appraisal models, rating systems, and performance-linked incentive programs.
• Organizational Development & Effectiveness (OD/OE): You understand goal alignment, leadership enablement, structural design, and change management.
• HR Business Partnership (HRBP) / HR Transformation: You’ve sat close to business leaders, handled complex talent calibration, and built people systems in scaling organizations.
• Strategy & Business Operations (BizOps): You come from a management consulting, strategy, or business operations background with a passion for people systems, metric cascading, and execution rigor.

Qualifications

• Experience: Roughly 5 to 8+ years of progressive experience in Performance Management, OD, HR Strategy, Total Rewards, or Business Operations/Consulting in high-growth startup, tech, or scale-up environments.
• Track Record: Proven experience building or overhaul-ing a company-wide performance framework from 0-to-1 or 1-to-N.
• Leadership Influence: Exceptional business acumen with the confidence to challenge senior leaders constructively and drive organizational alignment.

Why This Work Matters

We are on a mission to make affordable homeownership accessible to millions of Filipinos.

As our operations and footprint expand rapidly, clarity becomes our biggest competitive advantage:

• What metrics truly drive our growth?
• Who owns each deliverable?
• How do we know whether we are succeeding?
• And how do we ensure our absolute best people are recognized, rewarded, and elevated?

You will build the system that answers those questions.