Learning & Growth Leader - Culture & Employee Expereince, Microsoft

Microsoft•Redmond, WA

2d•$130,900 - $303,600•Remote

About The Position

Microsoft Security is one of the world's largest security organizations, spanning endpoint, identity, cloud, and data security, and is one of Microsoft's fastest-growing businesses. Its engineers work at a consequential intersection of technology, where AI, adversarial pressure, and organizational scale meet in real time. To remain effective in this environment, a learning ecosystem is required, including technical programs, leadership development that changes behavior, and communities where knowledge compounds peer to peer. As part of the Executive Office of the EVP of Microsoft Security, the Learning & Growth Leader is responsible for building the learning ecosystem and learning culture for Security Engineering. This role owns distinct capability dimensions such as technical fluency, systems thinking, and agile leadership, as well as the community infrastructure that makes growth self-sustaining long after any single program ends.

Requirements

Bachelor's Degree in Business, Operations, Finance, or related field AND 6+ years experience in program management, process management, or process improvement OR equivalent experience.
10+ years of learning & development, community building, technical curriculum design, or related experience OR
Proven ability to drive adoption through scalable resources and community engagement
Demonstrated ability to partner closely with matrixed teams and navigate across complex systems
Demonstrated storytelling and content strategy skills
Experience designing and delivering learning programs in an engineering or technical organization — with outcomes that go beyond completion rates.
Proven ability to build communities — CoPs, technical networks, or peer-learning structures — that sustain themselves beyond launch.
Understanding of how engineers develop capability: through practice, peers, and application, not passive consumption.
Ability to hold both individual development and systemic scale simultaneously — and design for both without sacrificing either.

Nice To Haves

Master's Degree in Business, Operations, Finance, or related field AND 8+ years experience in program management, process management, or process improvement OR Bachelor's Degree in Business, Operations, Finance, or related field AND 12+ years experience in program management, process management, or process improvement OR equivalent experience.
Experience supporting or operating affinity/ERG/inclusion programs or similar community infrastructure is a strong plus and understanding how they can be key vehicles for organizational learning and growth.

Responsibilities

Build and Run Security Learning Programs: Design and deliver Security Learning, a live and on-demand curriculum spanning technical fluency, AI-augmented security practice, and learning experiences relevant to Microsoft Security's product surface.
Ensure learning is directly tied to what engineers face in their day-to-day work: practical, applicable, and immediately useful.
Build feedback loops from learner experience and manager signal back into curriculum design and prioritization.
Develop the systems thinking track for senior ICs and architects, and the agile leadership track for engineering managers, considering these paths from the perspective of a capability architect.
Develop Customer-Facing Engineers: Partner with the Talent Strategy Lead to build the development track for customer-facing engineers, focusing on technical depth, deployment orientation, and systems thinking to make them effective in the field.
Design the growth path from entry through senior levels, with clear capability milestones and visible development investments at each stage.
Build and Sustain Communities of Practice: In partnership with Engineering leaders, launch and run Communities of Practice across Security Engineering's key technical disciplines.
In partnership with the AI Transformation Lead, design CoPs as capability-building vehicles, not social forums: each should produce reusable artifacts, surface best practices, and compound the knowledge of the engineers who participate.
Develop and support technical sponsors who own the CoP mission and sustain its momentum independently.
Operate the Inclusion Communities Engine: Provide Inclusion Communities (affinity networks and employee resource groups within Security Engineering) with the operating infrastructure, templates, budget mechanisms, and event frameworks they need to run effectively.
Coordinate with senior leadership on Inclusion Communities strategic direction, sponsor engagement, and leader involvement.
Ensure Inclusion Community programming is equitable and accessible, and reinforces the belonging that makes the broader transformation sustainable.