1000 DAYS FUND JOB VACANCIES 2026
People & Culture Manager
SCOPE OF WORK
HR People & Culture Manager
Reports to: COO
Job Level: Manager
Job Status & Type: PKWT (6-12 months) & Hybrid (Jakarta/Bali Based)
Position Purpose
The HR People & Culture Manager is responsible for designing, implementing, and continuously improving people systems that enable organizational growth, high performance, employee development, and a strong organizational culture. The role ensures that staff performance is aligned with organizational goals while building leadership capacity and organizational effectiveness.
Performance Management
Establish a performance-driven culture where employees have clear expectations, regular feedback, measurable goals, and opportunities for growth.
- Design and manage the organization’s performance management framework.
- Ensure alignment between organizational strategy, departmental objectives, and individual KPIs/OKRs.
- Review and improve performance management policies and procedures annually.
- Facilitate annual and quarterly goal-setting processes.
- Support managers in developing measurable performance indicators.
- Ensure all staff have updated job descriptions and performance objectives.
- Coordinate quarterly and annual performance reviews.
- Ensure timely completion of evaluations across all departments.
- Maintain performance records and reporting systems.
- Train managers on effective feedback and performance conversations.
- Support supervisors in managing underperformance and performance improvement plans (PIPs).
- Promote a culture of continuous feedback and learning.
- Develop HR dashboards tracking: (Performance review completion rates, High performers, Performance improvement cases, Internal promotion rates, Talent retention)
Deliverables
- Organization-wide performance management framework.
- Performance review templates and guidelines.
- Quarterly performance reports.
- Performance improvement process and documentation.
- Manager coaching toolkit.
Learning & Development (L&D)
Objective: Build staff and leadership capabilities to meet current and future organizational needs.
Key Responsibilities
- Conduct annual organizational learning needs assessments.
- Identify competency gaps across teams and functions.
- Collaborate with department heads to prioritize learning investments.
- Design and coordinate: (Onboarding programs, Leadership development programs, Technical skills training, Management and supervisory training, Cross-functional learning initiatives)
- Support managers and employees in creating Individual Development Plans (IDPs).
- Monitor implementation and progress of development plans.
- Identify high-potential employees.
- Create succession planning and leadership pipeline initiatives.
- Coordinate coaching and mentoring programs.
- Track participation, completion, and learning outcomes.
- Measure training effectiveness and impact on performance.
- Design, implement, and orchestrate the organization-wide end-to-end onboarding framework spanning from Day 1 through the completion of the probationary period.
- Shift the onboarding paradigm from a mere “first-day orientation” to a continuous talent-assimilation journey.
- Facilitate regular alignment checkpoints to manage, evaluate, and reconcile two-way expectations between the hiring manager/mentor and the new hire (mentee).
- Identify and document performance and competency gaps early in the employee lifecycle, ensuring clear mitigation strategies are established before probationary sign-off.
Deliverables
- Annual Learning & Development Plan.
- Competency framework.
- Individual Development Plan templates.
- Leadership development program.
- Succession planning framework.
- Training impact reports
Organizational Development (OD)
Objective: Strengthen organizational effectiveness, culture, structure, and leadership capacity to support sustainable growth.
Key Responsibilities
- Review organizational structures and workforce planning needs.
- Recommend improvements to reporting lines, roles, and team configurations.
- Support organizational growth and scaling initiatives.
- Assess employee engagement and organizational culture.
- Lead employee engagement surveys and action planning.
- Develop initiatives to strengthen organizational values and culture.
- Support organizational change initiatives.
- Develop communication and stakeholder engagement plans for major organizational changes.
- Facilitate change readiness assessments.
- Design and execute rapid, recurring employee pulse surveys and structured “HC Visits” across all teams and organizational levels.
- Monitor real-time organizational health metrics, specifically tracking mental health, stress levels, workload balance, and overall workplace environment comfort.
- Translate pulse-checking insights into immediate, actionable intervention plans to address systemic friction points or team burnout.
- Analyze workforce trends and staffing needs.
- Support annual headcount planning and talent forecasting.
- Collaborate with leadership on future workforce requirements.
Deliverables
- Organizational development strategy.
- Employee engagement survey and action plans.
- Workforce planning report.
- Organizational structure recommendations.
- Change management plans.
- HR policy review and improvement roadmap.
Key Success Indicators (KPIs)
Performance Management
- 100% completion of quarterly and annual performance reviews.
- ≥90% of employees with documented goals and development plans.
- Reduction in unresolved performance issues.
Learning & Development
- 100% of employees have Individual Development Plans.
- Leadership pipeline identified for critical positions.
- Increased internal promotion rate.
Organizational Development
- Improved employee engagement scores.
- Reduced voluntary turnover.
- Increased manager effectiveness ratings.
- Successful implementation of organizational change initiatives.
Expected Outcomes
By establishing strong performance management, learning, and organizational development systems, the HR Manager will help create a high-performing organization where employees are accountable, continuously developing, engaged, and aligned with the organization’s mission and long-term growth strategy.
Key Requirements:
- Bachelor’s degree in psychology, HR, or a related field.
- 5+ years of experience in HR, with at least 3 years in a management role.
- Proven track record in designing Performance Management systems (KPIs/OKRs).
- Expertise in creating and executing end-to-end Learning & Development strategies.
- Strong understanding of Organizational Development and workforce planning.
- Data-driven mindset with the ability to build HR dashboards and analyze trends.
- Excellent coaching and communication skills to support leadership development.
- Proficient in managing change initiatives and promoting positive culture.
- High emotional intelligence to lead employee engagement and wellness programs.
- Ability to translate business strategies into actionable, people-focused initiatives.
How to Apply: If you meet the criteria and are ready to shape our future, please send your updated CV, expected salary, and a portfolio detailing your previous projects or key professional achievements to hr@1000daysfund.org, and CC: yohan@1000daysfund.org