Program Manager, Learning

About the role: We're looking for a Program Manager, Learning to help build, operate, and scale learning for individual contributors and front-line managers across the company. This is an individual contributor role for someone who can operate as both a strategist and an executor. You'll diagnose business and talent needs, partner closely with HRBPs and business leaders, design practical learning solutions, deliver and facilitate programs, manage multiple workstreams end to end, and measure whether the work is actually changing behavior. This person will need to design and operate learning solutions that can scale globally with the flexibility needed for different regions, audiences, business contexts, and ways of working. This is not a traditional course-builder role. We're looking for someone who knows that learning can take many forms: a live manager program, an async Slack nudge series, a sharp self-serve resource, a targeted enablement campaign, a short-form video, a podcast-style learning asset, or something we haven't tried yet. The right person will know how to choose the right format for the problem, audience, and moment. You'll join a very lean team and will be expected to operate with a high degree of ownership, judgment, and independence while building under the guidance of the Learning Business Partners & Programs lead. This role is based in our San Francisco headquarters and follows a hybrid schedule of 3 days per week in office.

What you will do: Own Learning Business Partnering and program development for IC and front-line manager audiences company-wide, across global populations. Build trusted partnerships with HRBPs, Enablement, and business leaders to understand priorities, pressure-test learning needs, align on ownership, and recommend where Learning can help. Stay close to the business by participating in relevant operating forums, planning conversations, talent discussions, and stakeholder touch points to identify recurring enablement needs. Design, develop, deliver, and measure learning programs from end to end including needs diagnosis, stakeholder alignment, solution design, content development, facilitation, launch planning, communications, operations, measurement, and iteration. Support and improve existing learning programs through facilitation, program management, stakeholder partnership, operational execution, and continuous iteration. Manage multiple programs and projects at the same time with strong prioritization, crisp communication, and reliable follow-through. Measure adoption, learner experience, behavior change, and business relevance using completion, attendance, feedback, qualitative themes, manager input, stakeholder feedback, behavioral signals, and business or talent indicators. Use AI thoughtfully to improve your own workflows, accelerate content creation, analyze feedback, personalize learning experiences, and increase the leverage of a lean team.

What you will need: 7-10 years experience in learning, talent development, manager development, organizational effectiveness, HRBP-adjacent work, or a related field; ideally, you've spent several years owning complex learning programs end to end. Proven experience partnering with HRBPs and business leaders to diagnose talent or capability needs and translate them into practical learning solutions. Experience building and managing multiple programs or projects at once in an environment where you had to operate with limited resources and high ownership. Strong experience with front-line manager development, including understanding the realities of new and developing managers, manager capability gaps, and behavior-change-oriented learning. A track record of designing learning solutions beyond traditional courses or workshops. Experience building or adapting learning programs for global audiences, with strong judgment around localization, regional stakeholder needs, scalable delivery models, and maintaining consistency across distributed teams. Strong facilitation skills and the ability to lead high-quality live and virtual learning experiences for a range of audiences. Strong program and project management skills: you can create structure from ambiguity, manage stakeholders, drive timelines, handle details, and keep work moving without heavy oversight. Strong measurement instincts and experience evaluating learning beyond NPS or completion including behavior change, business relevance, manager effectiveness, adoption, and stakeholder impact. Comfort experimenting with AI and a demonstrated ability to integrate AI into daily workflows to improve speed, quality, creativity, or scale. Excellent written and verbal communication skills, with the ability to turn complex or ambiguous needs into clear plans, narratives, recommendations, and learning assets. High judgment, strong ownership, and the ability to operate as a senior IC in a fast-moving, high-bar environment. What will make you successful You are equally strong at strategy and execution and can identify the right problem, design the right solution, and then personally drive the work through launch and measurement. You are deeply business-oriented and when it comes to designing learning you clarify the problem, understand the audience, and recommend the highest-leverage solution. You are practical and creative. You know when a structured program is needed, and when a lightweight nudge, resource, video, conversation guide, or self-serve experience would work better. You take an AI-first approach to your work by using AI to streamline workflows, accelerate content development, analyze learner and stakeholder feedback, personalize learning experiences, automate repeatable tasks, and increase the leverage of a lean team. You can operate independently managing complex, cross-functional work without needing a large team, while still collaborating closely and escalating when needed. You build strong stakeholder trust. HRBPs and business leaders see you as a thoughtful partner who understands their context, brings useful recommendations, and follows through. You care about outcomes and measure whether learning is adopted, relevant, and changing behavior, and then use those insights to improve the work. You are comfortable in ambiguity and can create clarity, structure, and momentum where none exists yet.

Additional Information: Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accommodations@rippling.comRippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role. This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here. A variety of factors are considered when determining someone's compensation–including a candidate's professional background, experience, and location. Final offer amounts may vary from the amounts listed below. Base Salary Range: $150,000 - $170,000 per year#LI-HYBRID