Remote Performance & Learning Leader

Zoom; Salt Lake City (UT); Hybrid; USD 98,000 - 226,000; Full time

Job summary

Zoom is seeking a Talent & Learning Manager to own the design, implementation, and continuous improvement of Zoom's performance management philosophy, strategy, and systems across tools, processes, and learning experiences. You will bridge quarterly check-ins, goal setting, talent reviews, and succession planning into cohesive, measurable programs.

This role sits at the intersection of talent management and learning, requiring strong program architecture, enablement content, and data-driven

Qualifications

• 8+ years in talent or performance management and related HR roles.
• Experience designing enablement content and manager/leadership programs.
• Ability to build scalable performance systems with cross-functional alignment.
• Experience using AI tools to enhance learning and performance initiatives.
• Strong data-driven approach with metrics to demonstrate impact.
• Excellent communication and facilitation with senior leaders.

Responsibilities

• Design and evolve Zoom's performance management strategy and philosophy.
• Build scalable processes for performance management across the organization.
• Design and deploy scalable talent planning and succession management processes, including talent reviews and leadership pipeline development.
• Define the performance technology roadmap and evaluate tools.
• Develop toolkits and learning experiences for managers, tied to Zoom's skills taxonomy.
• Establish baselines and metrics across the talent cycle and surface data-driven recommendations.

Skills

Talent management

Performance management

Org development

L&D content design

AI in work

Product ownership

Stakeholder management

Data analytics

Job description

Zoom is seeking a Talent & Learning Manager to own the design, implementation, and continuous improvement of Zoom's performance management philosophy, strategy, and systems across tools, processes, and learning experiences. You will bridge quarterly check-ins, goal setting, talent reviews, and succession planning into cohesive, measurable programs.

This role sits at the intersection of talent management and learning, requiring strong program architecture, enablement content, and data-driven