Director, People Enablement Design

Nscale; London; On-site; NOK 843,000 - 1,217,000; Full time

Job summary

Nscale is seeking a senior design IC to drive People Enablement initiatives and shape onboarding, manager feedback, and leadership behaviors. You’ll set the design standard across teams and lead with ownership and excellence.

As a hands-on builder, you’ll write the first version, maintain quality, and scale the program with engineering partners. You’ll collaborate with PMs and executives to align design with business goals and accelerate people development.

Qualifications

• Deep design craft across onboarding, AI-enabled design, and experience strategy.
• Proven track record delivering at scale with ownership.
• Ability to build design systems and collaborate with engineers.

Responsibilities

• Design experiences, resources and nudges shaping how people work here.
• Own Manager Essentials and onboarding, and the AI skills inside them.
• Set the method and standards for People Enablement and integrate AI where appropriate.
• Run design partnerships: brief, manage, and evaluate impact.
• Prove impact with defined success metrics and experiments.

Skills

Design craft

Onboarding

AI in design

Design thinking

Stakeholder management

Job description

Nscale is the GPU cloud engineered for AI. We provide cost-effective, high-performance infrastructure for AI start-ups and large enterprise customers. Nscale enables AI-focused companies to achieve superior results by reducing the complexity of AI development. Our GPU cloud bolsters technical capabilities and directly supports strategic business outcomes, including cost management, rapid innovation, and environmental responsibility.

We thrive on a culture of relentless innovation, ownership, and accountability, where every team member takes pride in their work and drives it with excellence and urgency. As an Nscaler, you’ll build trust through openness and transparency, where everyone is inspired to do their best work. If you join our team, you’ll be contributing to building the technology that powers the future.

The challenge

People do extraordinary things when two things line up. The right conditions, and people ready to rise to them. The conditions start with clear expectations, real problems that stretch people, and honest guidance the moment they need it. Left to chance, they don’t happen consistently, and creating them is the job of every leader inside their own team. People Enablement builds what leaders use to do that well here, the help at the moment it’s needed, and the experiences to practise and get better.

What you’ll own

This is a builder role, and a senior individual contributor one. You're the design engine of People Enablement. Whatever the company needs built to make people better at their work, it starts here. Onboarding that gets someone contributing in week one. The way managers give feedback. The leadership behaviours we expect as we scale. You own what good design looks like across the work. Some you build yourself, most you get built through others.

Think showrunner. You set the direction, write the first version, then keep the quality high across everything that follows. You're in the room building too, and no part of the work is beneath you. For the right person, this role grows as fast as they do.

You'll report to the Head of People Enablement, and have a hand in the executive and senior-leadership agenda. You'll work alongside two PMs who've been building and scaling this, and know how Nscale works better than most. We're adding this role because the work has outgrown what any one person can hold, not because what's here isn't working. We're also hiring in the US to own performance systems, so you can stay on the build.

Great in this role means people get good at the work faster, and get what they need the moment they need it. At its sharpest, that's a manager having the conversation they used to avoid.

What you’re here to do:

• Design the experiences, resources and nudges that shape how people work here. You start with the problem someone's actually facing, then build the answer.
• Own Manager Essentials and onboarding first, and the AI skills inside them that let people practise and work through a real problem when they hit it.
• Set the method and the standard for everything People Enablement builds, and build AI into the work, so the help is personal and there when it's needed.
• Run our design partners. Choose them, brief them, hold the bar, and stop the work that isn't landing.
• Prove it works. Define success before you start, run experiments, and report on what moved. Usage tells you it's live. Whether managers act tells you it worked. Taste and evidence carry equal weight here.

What you’ll bring

You’ve gone deep in design craft, across 5Di, performance consulting and design thinking, or related fields. You know when to use which. You’ve owned a portfolio at company scale, and been accountable when it slipped. Somewhere along the way you built AI into your own work, and got into why something wasn’t landing until it worked (we care that you’ll get into why something isn’t landing, work out what’s wrong and stay with it until it works. You don’t need to have built AI full time).

This job likely isn't for you if:

• You’d rather not be challenged and stretched on a regular basis
• You'd rather run the process than build.
• You think AI is the engineers' job.
• You want to manage a team straight away. This is hands on.

Your first six to nine months:

• New global digital onboarding comes. Design and build it from scratch, in collaboration with our engineering partners. One solution that works across every region and gets someone contributing quickly.
• Manager Essentials runs behind it. Build and scale it so it's right for Nscale, and so a first-time manager has what they need the moment they need it, not a course they sit through later.
• By month nine, onboarding and Manager Essentials scale further, building on what's already working. New joiners contribute sooner, and managers are recommending them to other managers.

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