Senior Learning & Development

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: About the job (who we are, role overview). That's "About the role". Responsibilities: Key Responsibilities (multiple bullet points). Requirements: Required Skills / Experience (list). Also there may be Qualifications? The posting includes "Required Skills / Experience" which is essentially requirements. There's no explicit Benefits, Pay, Schedule. So we should not create those sections. Also we need to include maybe "Qualifications" if there is degree requirement etc. The posting includes Bachelor's degree etc. Could treat that as Qualifications. But we have to decide: The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills). We can include Qualifications if there is content. The posting includes "Required Skills / Experience" which covers skills and experience. Could map that to Requirements and Skills? Might be better to have Requirements (including experience) and Skills (maybe separate). But we have to avoid thin sections. Let's see content: Required Skills / Experience includes bullet list of skills/experience. Could be placed under Requirements. Could also have Skills section separate but would duplicate. Better to have one Requirements section covering both experience and skills. Qualifications could include degree requirement. But the degree is within same bullet list. Might be okay to put under Requirements. Thus sections: About the role, Responsibilities, Requirements. We need to use

for each heading. Use

• for any list of duties/requirements/benefits. Use

  for prose. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate etc. No job title heading. No metadata like Job ID. We need to extract the substantive content. Let's parse the posting: About The Job 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. Key Responsibilities: (list) 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, Lattice, Greenhouse) Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets Function-Specific & Custom Training Programs Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling Learning Measurement & Effectiveness Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change) Build dashboards and quarterly reports for People leadership and ELT programs ROI, completion rates, effectiveness scores, and manager capability trends Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer Use data to make decisions on what to continue, improve, or retire LMS & Learning Technology Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials Ensure all programs have digital delivery capability for async and remote learners across time zones Required Skills / Experience 5–8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment Demonstrated experience designing and running structured onboarding programs at scale not just administration Proven track record building manager capability or leadership development programs from scratch Strong instructional design skills ability to translate complex topics into engaging, learner-centric content Experience running L&D programs across multiple countries and time zones Data fluency comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org Self-starter with a builder mindset — comfortable working with ambiguity and no existing L&D infrastructure Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus We need to output HTML fragment. We'll have:

  About the role

  ... (the about the job and role overview combined? The instruction: About the role heading for section headings e.g. About the role, Responsibilities... So we put the descriptive prose about who we are and role overview under About the role.) We need to preserve all substantive information. So we need to include the who we are paragraph and role overview paragraph. We'll combine them into maybe two

  elements. Then

  Responsibilities

  • ... each bullet point as list item. However there are subheadings within responsibilities (like RZR Academy Global Onboarding Programs, Manager Capability Development Programs, etc.). Should we treat those as subheadings? The instruction only says use

    for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid using other headings inside? It says use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't say we cannot use other headings like

    etc. But to be safe, we can keep the responsibility bullets as list items, maybe grouping with subheadings as inside

    or separate

    . However we need to preserve all substantive information; we can include the subheadings as part of the list item text. Simplify: For each bullet point under responsibilities, we create

    containing the text. For the subheadings (like "RZR Academy Global Onboarding Programs") we could make them as

    RZR Academy Global Onboarding Programs: then the subsequent bullets as nested list? But that may be extra structure. The instruction didn't forbid nested lists. But we can keep simple: each line as

    . However we need to preserve the grouping; but it's okay. We'll produce a flat list of all responsibility bullet points. Similarly for Requirements: we will list each bullet under Required Skills / Experience as

    . We need to ensure we don't include any boilerplate like "cookie/navigation/legal/EEO/equal-opportunity/scam-warning". There's none. We must not repeat job title as heading. Not include. We must not put Job ID/requisition numbers as headings. Now produce HTML. Let's craft the About the role paragraph: We have two paragraphs: Who are we? and Role Overview. We'll output:

    About the role

    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.

    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