VP, Performance Management & Learning Development

Job description

About Impact Investment Exchange (IIX) 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. Learning Strategy & Program Design 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 Passionate 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. How to Apply To apply, please send your CV and a brief cover note. In your cover note, tell us about a performance management or learning initiative you designed and delivered, what was the problem, what did you build, and what changed as a result? IIX is an equal opportunity employer. We are committed to building a diverse, inclusive team that reflects the communities we serve .