Responsibilities
- 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.
- 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.
- 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.
- 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.
- 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.
Work Arrangement
Hybrid
Team
Structure: lean, mission-obsessed team
Additional Information
- 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.
