Manager, Learning & Development

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.

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 of experience in L&D, with at least 2 years managing a team.

• Proven ability to design and deliver learning programs that go beyond awareness to drive real behavior change.

• Strong program management skills; 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.

Bonus Qualifications

• Discipline to understand before designing. You ask good questions, gather the right input, and let that shape your approach rather than jumping to solutions.

• Strong 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.

About Zoox
Zoox is developing the first ground-up, fully autonomous vehicle fleet and the supporting ecosystem required to bring this technology to market. Sitting at the intersection of robotics, machine learning, and design, Zoox aims to provide the next generation of mobility-as-a-service in urban environments. We’re looking for top talent that shares our passion and wants to be part of a fast-moving and highly execution-oriented team.

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Accommodations
If you need an accommodation to participate in the application or interview process please reach out to [email protected] or your assigned recruiter.

A Final Note:
You do not need to match every listed expectation to apply for this position. Here at Zoox, we know that diverse perspectives foster the innovation we need to be successful, and we are committed to building a team that encompasses a variety of backgrounds, experiences, and skills.