Manager, Learning & Development

About the Team: The People Development & Experience team is responsible for how Zoox grows and engages its people as we scale.

Our scope spans learning & development, performance, engagement, and belonging, and we approach all of it with a focus on enabling real, lasting capability across the organization.

• Lead and develop a small L&D team, holding a high bar for execution, providing clear direction and coaching, and maintaining quality and follow-through.
• Own the end-to-end design and delivery of key learning programs, including leadership development, cohort-based learning, and career development.
• Translate our leadership framework into practical, impactful learning experiences that stick through varied formats, touchpoints, and approaches.
• Translate identified capability needs into well-designed, right-sized learning solutions, working closely with People Partners, managers, and senior leaders to ensure programs are grounded in real organizational needs.
• Partner on the evolution of our learning management system and broader learning delivery infrastructure.
• 6+ years of experience in L&D, with at least 2 years managing a team.
• Proven ability to design and deliver learning programs that go beyond awareness to drive real behavior change.
• Strong program management skills; you can hold multiple workstreams, maintain quality, and keep stakeholders informed without being prompted.
• Experience translating L&D best practices into what’s appropriate and feasible for a specific organization. You make learning relevant and accessible for a workforce that doesn’t always have time for it.
• A collaborative, iterative approach to program design. You treat feedback and direction from leadership and stakeholders as part of the process, not a disruption to it, and incorporate it thoughtfully without losing momentum.
• A management style that holds a high bar. You support your team's growth and create conditions for them to succeed, but you give honest feedback and address performance gaps directly rather than working around them.
• Discipline to understand before designing. You ask good questions, gather the right input, and let that shape your approach rather than jumping to solutions.
• Strong organizational judgment and experience building in complex, ambiguous environments. You read the room, understand how decisions get made, and navigate complexity without needing established infrastructure or perfectly defined processes to do your best work.