Senior Learning & Development Lead

About the role

Who are we? RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC. Role Overview: RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development. The Senior L&D Lead is a senior individual contributor role built to close those gaps and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement. The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.

Responsibilities

• 1.RZR Academy Global Onboarding Programs
• Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
• Redesign the programs architecture modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
• Build or source onboarding content covering: RZR 's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
• Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
• Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
• Run a 90-day effectiveness assessment for every cohort measure knowledge retention, role readiness, and cultural alignment scores
• Iterate and improve based on data track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation
• Manager Capability Development Programs
• Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
• Build a New Manager Onboarding Track for experienced managers joining RZR , covering RZR 's management philosophy, performance expectations, and people management tools
• Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
• Run capability assessments before and after each programs to measure effectiveness and manager readiness
• Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
• Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions
• Leadership Development
• Design and pilot a leadership development programs focused on strategic leadership, organizational influence, and executive presence
• Build succession readiness programs in partnership with the Head of People identify high-potential employees and create structured acceleration tracks
• Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
• Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above
• Annual L&D Calendar & Content Management
• Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
• Own the content library create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
• Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
• Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR

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