Senior Learning & Development
About The Job
RZR Global is an AI-driven company specializing in mobile advertising solutions. 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.
Key Responsibilities
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.
Create 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.
Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR.
Create 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.
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.
Design and pilot a leadership development programs focused on strategic leadership, organizational influence, and executive presence.
Create 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.
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.
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.
Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions.
Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling.
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.