Zoox
Learning & Development
Manager,Learning&Development
Neural analysis suggests this role is
optimal for Mid candidates.
“Manager, Learning & Development at Zoox. Skills: Learning & Development program design and delivery, Team management, Translating business needs into learning solutions. Lead and develop a small L&D team. Own the end-to-end design and delivery of key learning programs”
What You'll Achieve.
support business growth, scalability, and talent outcomes; enable the company to compete effectively across geographies and talent segments; improve consistency and decision quality across the organization; drive real behavior change through learning programs
Industry & Context.
translating identified capability needs into well-designed, right-sized learning solutions; navigating complexity without needing established infrastructure or perfectly defined processes
What They're Looking For.
Must Have
6+ years of experience in L&D, at least 2 years managing a team, Proven ability to design and deliver learning programs that go beyond awareness to drive real behavior change, program management 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
Nice to Have
Discipline to understand before designing, You ask good questions, gather the right input, and let that shape your approach rather than jumping to solutions, 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
What You'll Do.
Lead and develop a small L&D team
Own the end-to-end design and delivery of key learning programs
Translate our leadership framework into practical
impactful learning experiences
Translate identified capability needs into well-designed
right-sized learning solutions
Partner on the evolution of our learning management system and broader learning delivery infrastructure
How You'll Work.
Team & Collaboration
Partner closely with senior leadership, People Partners, Finance, and Recruiting; working closely with People Partners, managers, and senior leaders; treat feedback and direction from leadership and stakeholders as part of the process
Process & Methodology
hold multiple workstreams, maintain quality, keep stakeholders informed without being prompted
Full Job Description
## Description The Staff Compensation Manager plays a critical role in shaping and advancing the organization’s compensation strategy to support business growth, scalability, and talent outcomes. This role is responsible for leading executive (M5+) compensation, driving strategic compensation programs, and developing market-informed approaches that enable the company to compete effectively across geographies and talent segments. Responsibilities include designing and evolving compensation frameworks, supporting complex and high-impact decisions, and delivering forward-looking insights based on market data and internal trends. The role partners closely with senior leadership, People Partners, Finance, and Recruiting to ensure compensation strategies are aligned with business priorities. In addition, this role builds scalable tools, frameworks, and analytical approaches that improve consistency and decision quality across the organization. The Staff Compensation Manager also plays a key role in integrating compensation strategies into broader Total Rewards programs and may serve as a successor path to Head of Compensation as the function continues to scale. ## In this role, you will... 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. ## Qualfications 6+ years
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