Learning & Development Lead, Operations

Physical Intelligence•San Francisco, CA

About The Position

The Learning & Development Lead owns training and readiness for Physical Intelligence's robot operator workforce. This person is responsible for designing and running the systems that take a new operator from candidate work trial through their first 30–60 days, with the goal of getting people productive quickly while maintaining a high quality bar. They also own ongoing training as the work changes. When researchers introduce new robot workflows, tasks, tools, or operating procedures, the Learning & Development Lead translates those changes into training that can be rolled out quickly and consistently across the operation. This is a highly operational training role. We are looking for someone who has built or owned training programs for hourly or frontline employees and knows how to turn complex work into a simple, repeatable learning process.

Requirements

Experience owning training, onboarding, or workforce development programs for hourly or frontline employees.
Demonstrated ability to get new employees productive quickly.
Experience building structured ramp programs with clear milestones and standards.
Strong operational organization and follow-through.
Able to turn ambiguous or technical workflows into simple, teachable processes.
Comfortable managing trainers, who are responsible for training large groups of people on new procedures under tight timelines.
Strong written and verbal communication.
Able to work effectively with both highly technical stakeholders, trainers, and frontline operators.
Comfortable in an environment where processes and requirements change frequently.
Uses data and observation to improve training rather than relying only on subjective feedback.

Nice To Haves

Experience in robotics is not required.

Responsibilities

Own the operator work-trial program and ensure candidates are evaluated consistently.
Maintain clear trial standards, evaluator guidance, and scoring criteria.
Partner with recruiting and operations to continuously improve what the trial predicts about future operator success.
Build and run onboarding from day one through the first 30–60 days.
Define what an operator should know and be able to do at each stage of ramp.
Create training plans, checklists, certification steps, and readiness milestones.
Identify struggling operators early and create clear paths for remediation.
Continuously improve time-to-productivity for new hires.
Partner with researchers and operations teams when new robot tasks, systems, or processes are introduced.
Learn new workflows quickly and translate them into clear training materials and operating instructions.
Design the rollout plan needed to train a large operator population quickly.
Track who has been trained and verify that the training actually resulted in correct execution.
Maintain consistency as training expands across shifts, teams, and locations.
Maintain a clear training calendar and ensure training happens when required.
Coordinate trainers, operators, shift leads, and researchers.
Keep training materials current as workflows change.
Build repeatable processes so training does not depend on tribal knowledge.
Track training completion, readiness, and performance metrics.
Use operator performance data and feedback to identify gaps in training.
Work with operations leaders to understand recurring quality or productivity issues.
Determine whether problems are caused by training, instructions, process, tooling, or something else.
Continuously simplify and improve how operators learn.