Founded to transform retail finance, Ajaib Group is an Indonesian fintech unicorn breaking barriers to financial access. Having recently secured a $270M Series C—the single largest funding round in Southeast Asia over the past four years—we are backed by premier global investors including Y Combinator, Ribbit Capital, SoftBank, and SBI Holdings.
To build world-class products, we assemble world-class talent. Supported by our fully hybrid work arrangement, our team spans Eastern Europe, the Middle East, India, and Southeast Asia, allowing you to work with brilliant engineers and builders from around the globe from wherever you are.
Role Overview
We are looking for a VP, Performance, Culture & Learning to lead the strategic architecture of our global learning, performance evaluation, and organizational culture frameworks. Reporting to the C-Suite, you will own one integrated system that sets goals, judges performance, pays for it, develops people and shapes culture. Ratings, pay, learning and values should tell one story, with one leader accountable for all of it.
This role requires a forward-thinking, data-driven HR leader who excels at scaling performance management systems, instilling a high-accountability meritocracy, and embedding a cohesive company culture across multi-regional remote and hybrid teams.

• Global Performance Management Architecture: Design, implement, and continuously refine scalable performance appraisal frameworks (OKRs/KPIs, 360-degree reviews, continuous feedback loops, and calibration sessions) that drive meritocracy and high performance.

• Redesign the current performance cycle and run the next one with company-wide calibration.

• Build salary bands for every job family and run the merit and bonus cycle within budget.

• Set retention policy and work with relevant teams in its implementation.

• People Development & L&D: Build learning, upskilling, and career development programs tailored for high-growth tech, engineering, product, and leadership talent across global hubs.

• Set the leadership development curriculum, using the Senior Manager training-needs analysis already under way.

• Show the ROI of development spend through promotion velocity, internal fill rate and retention.

• Culture & Organizational Alignment: Define, champion, and operationalize Ajaib’s core values and culture across distributed international teams, fostering trust, accountability, and high employee engagement.

• Run the engagement survey (eNPS) and hold leaders to action plans.

• Leadership & Managerial Enablement: Create leadership development initiatives, management training, and executive coaching programs to build a robust pipeline of future leaders.

• HiPo Talent Enablement: Collaborate closely with People Business Partners (HRBPs) to translate performance reviews into structured growth pathways, succession plans, and retention strategies for high-potential talent.

• Data-Driven Performance Analytics: Utilize performance metrics, promotion velocity, skill gaps, and employee sentiment data to continuously evaluate and optimize the ROI of development and cultural initiatives.
  What Success Looks Like

• One full performance cycle on the new framework, calibrated across all BUs.

• Salary bands going live for all job families, with merit within budget.

• A high-performing, meritocratic culture with clear, transparent, and scalable performance management frameworks.

• Accelerated leadership velocity and internal mobility through structured development and succession pipelines.

• High cultural cohesion, trust, and alignment across hybrid and distributed international teams.

• Measurable business ROI from learning, performance, and talent development programs.

• Regretted attrition among top performers down from the 2026 baseline.

• 12+ years of talent development, performance management, and organizational culture experience, with seasoned executive leadership experience at VP, SVP, or Head level in high-growth scaleups or global technology platforms.

• Prior experience in a fast-paced, high-growth global startup or fintech environment is strongly preferred.

• Equity and ESOP design experience; knowledge of the Indonesian pay rules (THR, bonus, severance) are a plus.

• Performance System Mastery: Proven track record architecting and executing multi-country performance management systems, OKR/KPI frameworks, and merit-based promotion models.

• Culture Building in Distributed Teams: Demonstrated success building, scaling, and maintaining a unified company culture across remote and hybrid teams across Southeast Asia and international hubs.

• L&D Strategy Execution: Experience designing executive coaching, leadership development, and technical capability-building programs.

• Has built leadership programmes that measurably changed promotion or retention outcomes.

• Analytical & Commercial Rigor: Highly data-driven, with the ability to measure the business impact of learning, development, and cultural programs.

• Executive Presence: Exceptional communication, storytelling, and influencing skills to align C-level stakeholders on organizational culture and performance priorities.

Founded to transform retail finance, Ajaib Group is an Indonesian fintech unicorn breaking barriers to financial access. Having recently secured a $270M Series C—the single largest funding round in Southeast Asia over the past four years—we are backed by premier global investors including Y Combinator, Ribbit Capital, SoftBank, and SBI Holdings.
To build world-class products, we assemble world-class talent. Supported by our fully hybrid work arrangement, our team spans Eastern Europe, the Middle East, India, and Southeast Asia, allowing you to work with brilliant engineers and builders from around the globe from wherever you are.
Role Overview
We are looking for a VP, Performance, Culture & Learning to lead the strategic architecture of our global learning, performance evaluation, and organizational culture frameworks. Reporting to the C-Suite, you will own one integrated system that sets goals, judges performance, pays for it, develops people and shapes culture. Ratings, pay, learning and values should tell one story, with one leader accountable for all of it.
This role requires a forward-thinking, data-driven HR leader who excels at scaling performance management systems, instilling a high-accountability meritocracy, and embedding a cohesive company culture across multi-regional remote and hybrid teams.

• Global Performance Management Architecture: Design, implement, and continuously refine scalable performance appraisal frameworks (OKRs/KPIs, 360-degree reviews, continuous feedback loops, and calibration sessions) that drive meritocracy and high performance.

• Redesign the current performance cycle and run the next one with company-wide calibration.

• Build salary bands for every job family and run the merit and bonus cycle within budget.

• Set retention policy and work with relevant teams in its implementation.

• People Development & L&D: Build learning, upskilling, and career development programs tailored for high-growth tech, engineering, product, and leadership talent across global hubs.

• Set the leadership development curriculum, using the Senior Manager training-needs analysis already under way.

• Show the ROI of development spend through promotion velocity, internal fill rate and retention.

• Culture & Organizational Alignment: Define, champion, and operationalize Ajaib’s core values and culture across distributed international teams, fostering trust, accountability, and high employee engagement.

• Run the engagement survey (eNPS) and hold leaders to action plans.

• Leadership & Managerial Enablement: Create leadership development initiatives, management training, and executive coaching programs to build a robust pipeline of future leaders.

• HiPo Talent Enablement: Collaborate closely with People Business Partners (HRBPs) to translate performance reviews into structured growth pathways, succession plans, and retention strategies for high-potential talent.

• Data-Driven Performance Analytics: Utilize performance metrics, promotion velocity, skill gaps, and employee sentiment data to continuously evaluate and optimize the ROI of development and cultural initiatives.
  What Success Looks Like

• One full performance cycle on the new framework, calibrated across all BUs.

• Salary bands going live for all job families, with merit within budget.

• A high-performing, meritocratic culture with clear, transparent, and scalable performance management frameworks.

• Accelerated leadership velocity and internal mobility through structured development and succession pipelines.

• High cultural cohesion, trust, and alignment across hybrid and distributed international teams.

• Measurable business ROI from learning, performance, and talent development programs.

• Regretted attrition among top performers down from the 2026 baseline.

• 12+ years of talent development, performance management, and organizational culture experience, with seasoned executive leadership experience at VP, SVP, or Head level in high-growth scaleups or global technology platforms.

• Prior experience in a fast-paced, high-growth global startup or fintech environment is strongly preferred.

• Equity and ESOP design experience; knowledge of the Indonesian pay rules (THR, bonus, severance) are a plus.

• Performance System Mastery: Proven track record architecting and executing multi-country performance management systems, OKR/KPI frameworks, and merit-based promotion models.

• Culture Building in Distributed Teams: Demonstrated success building, scaling, and maintaining a unified company culture across remote and hybrid teams across Southeast Asia and international hubs.

• L&D Strategy Execution: Experience designing executive coaching, leadership development, and technical capability-building programs.

• Has built leadership programmes that measurably changed promotion or retention outcomes.

• Analytical & Commercial Rigor: Highly data-driven, with the ability to measure the business impact of learning, development, and cultural programs.

• Executive Presence: Exceptional communication, storytelling, and influencing skills to align C-level stakeholders on organizational culture and performance priorities.