L&D Program Manager

Algolia; New York (NY); On-site; USD 120,000 - 160,000; Full time

Job summary

Algolia is seeking a role focused on employee listening, onboarding, and process design to improve the employee experience at scale. You will partner with People, Talent Acquisition, IT, Workplace, and business teams to identify friction and design scalable solutions across onboarding and listening programs.

You will lead discovery, translate data into clear narratives, and build processes that make employee feedback meaningful for leaders and teams.

Qualifications

• Experience leading employee listening programs across lifecycle stages.
• Ability to design scalable onboarding improvements.
• Track record of building data-driven process improvements.

Responsibilities

• Own the execution and evolution of employee listening strategy across lifecycle surveys.
• Turn feedback into insights and actionable recommendations for leaders.
• Develop reporting and follow-up mechanisms to make feedback actionable.
• Design end-to-end onboarding improvements from pre-boarding to 90 days.
• Lead cross-functional collaboration with People, IT, Workplace, and Talent teams.

Skills

Employee Listening

Onboarding

Process Design

Stakeholder Mgmt

Job description

At Algolia, we’re proud to be a pioneer and market leader in AI Search, empowering 18,000+ businesses to deliver blazing-fast, predictive search and browse experiences at internet scale. Every week, we power over 30 billion search requests — four times more than Microsoft Bing, Yahoo, Baidu, Yandex, and DuckDuckGo combined.

In 2021, we raised $150 million in Series D funding, quadrupling our valuation to $2.25 billion. This strong foundation enables us to keep investing in our market-leading platform and serving incredible customers like Under Armour, PetSmart, Stripe, Gymshark, and Walgreens.

We’re looking for someone who combines the mindset of a consultant, the discipline of a strong program leader and operator, and a genuine passion for creating a great employee experience.

This role is for someone who is naturally curious about how things work—and how they could work better. You’ll look across employee feedback, processes, systems, and stakeholder experiences to identify friction, diagnose root causes, and design thoughtful, scalable solutions.

Initially, you’ll focus on three critical areas of the employee lifecycle: onboarding, employee listening, and engagement. You’ll partner closely with teams across People, Talent Acquisition, IT, Workplace, and the business to understand needs, bring structure to complex or ambiguous problems, and improve the experiences employees and managers have at Algolia.

You won’t just execute existing processes. You’ll help shape the strategy behind them, lead programs from discovery through implementation, and continuously ask: What problem are we trying to solve? What are employees actually experiencing? Where is friction showing up? What does the data tell us? And how can we create something that works better for both employees and the business?

Success in this role means creating employee experiences that feel thoughtful, human, and connected while building the structure, processes, and operating discipline needed to make those experiences scalable and sustainable.

What You’ll Do

Employee Listening & Insights

• Own the execution and evolution of Algolia’s employee listening strategy, including engagement, pulse, onboarding, exit, and other lifecycle surveys.
• Turn employee feedback into meaningful insights by identifying trends, themes, risks, and opportunities.
• Combine quantitative data with qualitative feedback to understand what is happening and why.
• Develop clear narratives and recommendations that help leaders move from data to action.
• Partner with leaders and People Business Partners to understand what sits behind the data and determine where deeper discovery may be needed.
• Create reporting, communications, action-planning resources, and follow-up mechanisms that make employee feedback useful—not simply informational.
• Establish thoughtful processes that create a consistent and scalable approach to employee listening.
• Evaluate the effectiveness of listening programs and continuously improve how we collect, interpret, and act on feedback.

Onboarding Experience

• Own and continuously improve the end-to-end onboarding experience, from pre-boarding through the first 90 days.
• Assess the new hire journey across systems, communications, learning, manager touchpoints, community, and workplace experiences to identify friction and opportunities.
• Partner across Talent Acquisition, People Operations, IT, Workplace, Learning & Development, and business teams to create a coordinated experience.
• Use onboarding feedback, operational metrics, stakeholder input, and employee insights to prioritize improvements.
• Design experiences that help new hires build clarity, connection, confidence, and productivity more quickly.
• Establish clear ownership and workflows across the many teams involved in onboarding.
• Identify opportunities to simplify and automate onboarding processes without losing the human moments that matter.

Design Better Processes And Experiences

• Evaluate existing employee experience processes and identify opportunities to simplify, standardize, redesign, or automate them.
• Conduct discovery with employees, managers, and stakeholders to understand needs, pain points, and lived experiences before designing solutions.
• Build clear, scalable workflows with defined ownership, decision points, handoffs, documentation, and measures of success.
• Balance employee needs, business requirements, and operational realities when designing solutions.
• Translate strategy into practical execution plans while maintaining a strong focus on the employee experience.
• Build feedback loops into programs so employee and stakeholder input continuously informs how experiences evolve.
• Establish mechanisms for continuously evaluating whether programs and processes are delivering the intended experience.

What We’re Looking For

• A deeply employee-centered mindset, with