Manager, Learning & Organization Development

Stanford University; Palo Alto (CA); Hybrid; USD 125,924 - 149,000; Full time

Job summary

Stanford University is seeking a Manager, Learning & Organization Development to lead a team delivering learning programs and AI-enabled initiatives. You will design, implement, and measure impact across multiple audiences, partnering with HR, UIT, LMS teams, and program owners.

The role focuses on AI fluency, staff capability, and continuous improvement in learning environments. The position requires a Bachelor’s degree with five years of relevant experience and offers a hybrid schedule with

Qualifications

• Bachelor’s degree and five years of relevant experience, or a combination of education and relevant experience.
• Deep expertise in talent management solutions and programs.
• Advising senior management and partnering with HR leaders.
• Strong program/project management skills and experience.
• Facilitation and coaching skills for diverse audiences.

Responsibilities

• Lead and develop a team supporting learning delivery, operations and AI-enabled improvements.
• Lead end-to-end program design for multiple audiences with stakeholder partnerships.
• Develop and implement a practical AI learning strategy aligned with standards.
• Manage and optimize learning environments and AI-enabled learner support with governance.
• Define KPIs, synthesize data into insights, and drive program improvements.
• Provide coaching and facilitation support to program participants and partners.

Skills

Program management

Project management

Facilitation

Coaching

Stakeholder management

AI literacy

Education

Bachelor’s degree

5 years relevant experience

Tools

LMS/Platforms

Job description

Work Schedule: Hybrid work schedule (at least 2 days per week on-site)Budgeted salary range for this position is $125,924-$149,000 per annum

Stanford is at a pivotal moment in how learning and development is evolving, driven by advances in artificial intelligence and changing expectations of how work is performed. In this context, the Manager, Learning & Organization Development sets the standards and operating processes for a comprehensive portfolio of talent and learning programs that balance world-class organizational development with practical AI capability building.

In this role you will:

1) Lead and develop a team

Manage and develop a team supporting learning delivery, learning operations, and continuous improvement. Lead the testing and experimentation with new tools and approaches, including AI-enabled workflow improvements. Research emerging trends, establish clear guardrails, run small pilots, document learnings, and scale what works.

2) Lead the design and delivery of learning programs

Build and maintain effective partnerships with key stakeholders (e.g., local HR, UIT, LMS/platform teams, and program owners) to understand learning needs, and support program design and delivery. Lead end-to-end program design for multiple audiences (e.g., new managers, experienced managers, leaders, and staff), including needs assessment, learning outcomes, curriculum design, facilitation plans, and evaluation. Develop and maintain accessible learning materials such as participant guides, facilitator resources, toolkits, and quick-reference aids.

3) Build staff AI fluency and capability (enterprise priority)

Develop and continuously refine a practical AI learning strategy for staff that aligns with Stanford’s standards and responsible-use principles. Translate emerging AI tools into accessible learning experiences that build confidence and adoption--covering effective prompting, workflow redesign, quality checks and human review, limitations, and risk mitigation. Advise stakeholders on how AI adoption enhances work, where human judgment is essential, and how to support teams through the transition.

4) Evolve and optimize learning environments and AI-enabled learner support

Manage and improve our learning platforms, tools, and methods for engaging learners. Explore and test AI-enabled learning tools (e.g., Q&A assistants, practice prompts, and job aids) that help staff apply learning on the job, with clear guardrails and appropriate governance.

5) Measure impact and continuously improve

Define a small set of meaningful success measures for programs and initiatives (e.g., reach, learner confidence, on-the-job application, manager outcomes, and operational KPIs) aligned to clear decisions and actions. Synthesize qualitative and quantitative input (MSF feedback, program outcomes, operational data) into insights and recommendations, collecting data to drive program content and delivery improvements.

Responsibilities

Core Duties

• Provide thought leadership, advice and counsel on talent management programs to HR business partners and/or unit managers.
• Manage a portfolio of talent programs, processes, tools and frameworks with appropriate customization at the school/business unit level.
• Plan and implement new programs or tools as needed, including assessing need, managing stakeholder interest, developing project plans and developing budgets, managing vendors, designing curriculum, and managing communications.
• Negotiate cost and assure quality of vendor materials, supplies, and end-to-end services.
• Develop and deploy measurement system to track and report progress on talent management projects and programs to university leaders.
• Make recommendations for new needed programs or tools.
• Provide coaching and/or facilitation support to program participants and campus partners.

Minimum Education and Experience

Bachelor’s degree and five years of relevant experience, or a combination of education and relevant experience.

Knowledge, Skills and Abilities:

• Deep expertise and experience developing and implementing effective talent management solutions.
• Knowledge about talent management problems and practices; ability to advise and make recommendations to university and/or school/units senior management teams.
• Strong program/project management skills and experience.
• Strong facilitation and/or coaching skills and experience.
• Demonstrated ability to establish a strong partnership with the senior human resources partners and other members of the talent management team, influencing across multiple stakeholder groups.
• Strong, fundamental skills in technology/platform supporting business operations and communications.