Manager, Training and Onboarding
About the role
This role sits within Thyme Care’s Quality, Training and Development org. As Manager, Training and Onboarding, you will own the strategy and execution of how new team members ramp to proficiency, lead a team of trainers, and partner across the organization to ensure learning is embedded into the flow of work, not separated from it.
Responsibilities
Take full ownership of Thyme Care’s onboarding experience, from first day to full productivity.
Define what proficiency looks like at each stage of ramp, set clear milestones, and build the measurement infrastructure to track how quickly new team members reach them.
Continuously identify and remove the structural barriers that slow people down.
Design role-specific ramp programs that sequence learning intentionally, balancing clinical knowledge, systems fluency, process adherence, and on-the-job application.
Ensure every new team member has a clear, supported path from orientation to independent performance.
Lead, coach, and grow a team, setting clear expectations, providing regular feedback, and building their capability as facilitators, content developers, and performance partners.
Create a team culture of curiosity, rigor, and continuous improvement.
Embed learning in the flow of work: move beyond classroom-style and asynchronous training by designing learning experiences that meet people where they are, including job aids, in-tool guidance, peer coaching, scenario-based practice, and real-time performance support.
Reduce the gap between learning and doing.
Drive cross-functional partnerships to keep training content current: build working relationships with Operations, Quality, Clinical, and People teams to stay ahead of process and workflow changes that affect new hires. Ensure training content reflects how work actually gets done, and flag content gaps for prioritization.
Innovate on training modalities and delivery: actively seek and pilot new approaches to training delivery, from microlearning and simulations to cohort-based learning and peer-led development. Evaluate what works, scale what does, and replace what does not. Bring a builder’s mindset to how the team learns.
Define and track onboarding-specific training effectiveness metrics: own the OKRs that measure whether onboarding and ramp programs are working, including time to proficiency, knowledge assessment scores, manager readiness ratings, and 30/60/90 day performance indicators. Report program health on a consistent cadence and use data to drive iteration.
Audit existing onboarding content and recommend improvements: conduct structured reviews of current training materials, delivery mechanisms, and ramp program design. Identify gaps between what is being taught and what new hires need to perform, and bring prioritized recommendations for org-level prioritization.
Act on quality findings routed through the closed-loop process: receive and act on training development priorities surfaced through the org-level quality-to-training process. Translate those inputs into updated or new onboarding content, and track completion back to the process owner.
Requirements
4-6 years of experience leading high-performing teams in training, learning and development, or onboarding program management, with a track record of owning programs end-to-end and demonstrating measurable impact on time to proficiency or new hire performance outcomes.
You have directly managed trainers and instructional designers.
You know how to build a high-performing team that holds itself to both quality and output standards.
You have built structured new hire experiences from the ground up or significantly redesigned existing ones, with clear milestones, role-specific sequencing, and measurement built in from the start.
You have worked effectively across Operations, Quality, Clinical, or People teams to keep training content aligned with how work happens, and have influenced partners who do not report to you.
You have moved beyond event-based training and built performance support tools, on-the-job learning resources, or embedded coaching programs that reduce reliance on formal training alone.
You have a creative and experimental approach to training delivery: you have piloted new training modalities, evaluated their impact, and made evidence-based decisions about what to scale and what to retire. You do not default to the way things have always been done.
You have a data-driven mindset: you define success metrics before a program launches, track them rigorously, and use what you find to iterate. You can translate training data into a clear narrative for leadership.
You have a strong prioritization and self-direction: you manage your team’s work and your own portfolio simultaneously, identify the highest-leverage opportunities without being told, and drive toward outcomes without needing to be managed.
You are a clear, structured communicator: you write and present training strategy and program updates in a way that lands with frontline teams and senior stakeholders alike, and you run meetings that produce decisions, not just discussion.
Qualifications
Preferred: Experience in a healthcare, health tech, or care delivery environment, with familiarity with the learning needs of clinical or care coordination teams.
Preferred: Familiarity with instructional design frameworks such as ADDIE or SAM, and experience working with LMS platforms to deliver and track training programs.
Preferred: Exposure to change management principles and how to design training that supports team members through process or workflow transitions.
Skills
Nice to have: Familiarity with agentic learning and development approaches, including building programs that leverage AI agents to deliver personalized coaching, surface real-time performance support, or automate elements of the learning experience at scale.
Benefits
Thyme Care offers a competitive salary range of $126,000 - 140,000, which may vary based on qualifications and experience. The salary range could be lower or higher than this if the role is hired at another level.
The base salary for this role is $126,000 - 140,000. The salary range could be lower or higher than this if the role is hired at another level.
We recognize a history of inequality in healthcare. We're here to challenge the status quo and create a culture of inclusion through the care we give and the company we build.
We embrace and celebrate a diversity of perspectives in reflection of our members and the members we serve. We are an equal-opportunity employer.
Be cautious of recruitment fraud, and always confirm that communications are coming from an official Thyme Care email.