Director, Global Corporate Learning Management Systems

Revolution Medicines

4d•$211,000 - $264,000

About The Position

Revolution Medicines is seeking a Director, Corporate Learning Management Systems to lead the strategy, governance, and operations of its enterprise learning technology ecosystem as the company expands across the United States and internationally. Reporting to the Senior Director, Corporate Learning and Development, this leader will own the business strategy, governance, and operational standards for Workday Learning as the core enterprise non-GxP learning management system, and provide strategic oversight for Sana Learning, LinkedIn Learning, and other connected platforms. The role combines strategic direction with accountability for reliable daily operations. The Director will work closely with Corporate L&D, People Operations & Technology, IT, and functional and regional training partners to improve the learner experience, streamline systems where feasible, clarify assignment practices, and accommodate functional ownership and regulated requirements. The learning ecosystem includes Workday Learning, Veeva Vault, LinkedIn Learning, Emtrain, ComplianceWire, ACTO, Veeva PromoMats, HoxHunt, and Vanta. The Director will initially lead one team member and will ensure that the function's priorities and operational responsibilities are delivered effectively, adjusting team capabilities and resourcing as needs evolve. The position requires sound judgment, resilience, and flexibility as business needs and organizational structures change.

Requirements

Bachelor's degree and 10+ years of relevant experience in enterprise learning technology, learning systems, or related operations, including experience leading strategy and cross-functional initiatives.
Prior work experience with Workday Learning.
Deep hands-on and strategic experience with Workday Learning business ownership, administration standards, requirements, assignments, reporting, releases, and integrations in partnership with a dedicated configuration team.
Experience working in a regulated industry and understanding how regulatory obligations shape learning governance, training records, documentation, and operational controls.
Experience supporting contractor training and integrations or APIs involving HR, identity, service, content, and training platforms.
Demonstrated success designing scalable learning systems roadmaps and cross-functional operating models, and improving assignment logic, onboarding plans, worker population management, completion tracking, data quality, and learner experience across systems.
Strong consulting, facilitation, project leadership, and change management skills; ability to build trusted partnerships, define decision rights, resolve competing priorities, gain agreement without direct authority, and communicate effectively with technical, functional, and executive audiences.
Ability to balance strategic planning with operational oversight and use data to assess outcomes and make decisions.
Demonstrated resilience and flexibility through ambiguity, rapid growth, and organizational change, adapting priorities while maintaining operational quality and follow-through.
Applied experience using analytics, enterprise data, or AI-enabled tools to improve learning assignments, reporting, support, or the learner experience.

Nice To Haves

Experience in biotechnology or pharmaceuticals.
Direct people management experience, including building team capabilities and performance management.
Prior experience integrating LinkedIn Learning with an LMS and managing the integrated learner and administrator experience.
Experience scaling learning systems and operations across multiple countries or legal entities.
Familiarity with GxP learning environments and platforms such as Veeva Vault or ComplianceWire, including coordination across GxP and non-GxP systems, systems of record, Sales or Medical Affairs training, good documentation practices, and read-and-acknowledge workflows.

Responsibilities

Create a multi-year, cross-functional and cross-regional learning systems strategy and prioritized roadmap connecting learning needs, regulatory obligations, learner experience, integrations, and operational capacity.
Partner with the Talent Platforms lead on shared Workday dependencies and roadmap decisions concerning skills, Career Profile, mentoring, Career Hub, reporting and data, releases, and connected employee experiences, as prioritized by HRLT.
With the Senior Director of Corporate L&D, co-lead the evolution of the monthly cross-functional Learning Committee, defining its charter, membership, decision rights, escalation paths, and focused subcommittee working groups.
Coordinate cross-functional onboarding and other learning plans with the Director of Culture and Engagement and functional training owners; reduce duplicate assignments, conflicting timelines, and avoidable learner overload, and establish a shared approach to reviewing training volume and sequencing required learning.
Lead a cross-functional solution for assigning, tracking, and reporting contractor training, addressing worker identity, system access, duplicate assignments, and completion gaps while clarifying accountabilities and respecting functional ownership and regulated processes.
Own the business strategy, platform roadmap, governance, administration standards, release priorities, and continuous improvement of Workday Learning and connected learning platforms, aligning priorities with People Tech's responsibility for configuration, security, integrations, and technical deployment.
Oversee learning platform administration, user support, Functional Learning Partner enablement, business testing, and release readiness; establish responsibilities, service standards, quality controls, capacity plans, and escalation paths.
Define the learning operating model, standards, decision rights, and coverage expectations for Functional Learning Partners in collaboration with functional leaders.
Work with internal content owners and external vendors to structure, migrate, publish, and maintain learning assets and paths; establish standards for metadata, versioning, archiving, testing, and learner communications.
Partner with People Operations & Technology, IT, compliance, and other system owners on integrations, data flows, audience rules, content delivery, and completion records; assess interoperability and automation to reduce manual data loads and reconciliation work.
Lead learning vendor and platform investment strategy, including licensing, contract performance, budget and capacity requirements, and sourcing recommendations, in partnership with business and procurement stakeholders.
Establish and oversee the learning support and knowledge management model, including service expectations, ServiceNow case management, escalation paths, controls, and performance measures; maintain guides, SOPs, demos, and RevNet content to enable self-service and coordinate technical escalations with People Tech.
Develop dashboards and reporting with People Operations & Technology, HR Business Partners, and functional training owners; monitor assignment accuracy, completion, adoption, training load, service performance, and operational efficiency, and use findings to prioritize improvements and inform committee decisions.
Manage, coach, and develop the team; align responsibilities with evolving priorities; build sustainable expertise and coverage; assess capacity and capability needs; recommend staffing or contractor support; and lead hiring and onboarding as approved.
Build trusted partnerships across functions and regions, facilitate decisions among senior stakeholders and system owners without formal authority, document dependencies, risks, and timelines, and communicate changes clearly.
Navigate ambiguity and shifting priorities while maintaining reliable service and clear communication.
Plan for growth in geographic reach, organizational complexity, and training demand with regional and functional partners, balancing enterprise consistency with local and regulated requirements.