Learning Partner — Management & Leadership Development

CoreWeave•Livingston, NJ

1d•$149,000 - $198,000

About The Position

CoreWeave is building a leadership culture from the ground up — and at the pace we're growing, that work can't wait. The Learning Partner for Management & Leadership Development, is one of the most senior individual contributor roles in CoreWeave University. This person will own CWU's enterprise leadership development portfolio: designing and delivering programs that build managerial capability at the frontline, leadership effectiveness at the director and VP level, and the kind of consistent leadership culture that scales as the company does. This is not an execution role — it's a strategy-and-build role. The person we're looking for has deep expertise in leadership and management development, strong instincts for what works in fast-moving, high-growth environments, and the credibility to influence senior stakeholders across every function at CoreWeave. They will work directly with the Senior Director of CWU, partner closely with the People Business Partners (PBPs) and broader Talent teams, and serve as CWU's primary point of expertise on all things leadership and management development.

Requirements

7–10+ years of progressive experience in leadership and management development, organizational learning, or a closely related field.
Demonstrated experience designing and delivering enterprise leadership development programs — including both frontline manager and senior leader audiences.
Experience working in a high-growth technology company is strongly preferred; comfort navigating rapid change, shifting priorities, and ambiguous scope is essential.
Track record of influencing senior stakeholders (VP-level and above) through credibility, expertise, and strong relationship-building.
Experience building programs from scratch — not just inheriting and running existing curricula.
Deep expertise in leadership and management development theory and practice — including adult learning, behavior change, and program evaluation.
Strong facilitation skills across audience types and seniority levels; this person must be as effective in a room of senior executives as they are with new managers.
Ability to translate complex organizational dynamics into clear, actionable learning experiences.
Comfort with data: defining success metrics, interpreting evaluation results, and communicating impact in terms that resonate with business leaders.
Strong written and verbal communication; produces materials that are clear, polished, and appropriate for senior audiences.
Owns complex, multi-stakeholder workstreams end-to-end without close supervision — this is a role for someone who runs toward ambiguity, not away from it.
Brings both strategic vision and hands-on execution; at this stage of CWU's build, the Senior LP cannot delegate what doesn't yet exist.
Builds trust quickly with stakeholders across functions and seniority levels by demonstrating rigorous preparation, clear thinking, and consistent follow-through.
Contributes to CWU as a community — shares openly, mentors generously, and cares about the team's collective success.
At this level, we expect AI tools to be standard, not supplemental. This means using AI to process complexity faster and at greater scale — synthesizing stakeholder input, accelerating content research and development, designing evaluation instruments, and identifying patterns across program data.
This person should be an active voice in how CWU thinks about AI fluency in leadership development, modeling and promoting AI-enabled approaches for the managers and leaders they serve.

Nice To Haves

Experience working in a high-growth technology company is strongly preferred; comfort navigating rapid change, shifting priorities, and ambiguous scope is essential.

Responsibilities

Own CWU's leadership development portfolio end-to-end — from strategic framing through program design, delivery, and evaluation — across both management and leadership audiences.
Collaborate on the continued development and scaling of Management Essentials, CWU's flagship program for frontline managers, including curriculum design, facilitator strategy, and post-program learning architecture.
Design and build Leadership Essentials, CWU's learning program for director-level and above, including needs analysis, curriculum architecture, and delivery approach.
Develop scalable frameworks, toolkits, and resources that extend the reach of leadership learning beyond formal programs — into the flow of work.
Ensure all leadership development work is grounded in CoreWeave's leadership expectations and translates those expectations into observable, learnable behaviors.
Serve as CWU's senior expert and trusted advisor on leadership and management development to senior leaders, PBPs, and the entire People organization.
Build and sustain strong relationships with key stakeholders across all functions — Engineering, GTM, DC Operations, Finance, Legal, and G&A functions — to understand leadership needs and design programs that meet them.
Influence without authority: this role requires the credibility and judgment to shape how senior leaders think about their own development and the development of their teams.
Partner with the Talent and PBP teams to connect leadership development to performance, succession, promotion, and all talent cycles & frameworks.
Facilitate leadership and management development programs with authority, adaptability, and presence — including in rooms with VP and C-suite participants.
Design and manage a facilitator strategy that allows programs to scale beyond a single facilitator, including internal facilitation certification or external facilitation partnerships.
Create and maintain high-quality facilitator guides, participant materials, and supporting resources across all programs.
Define what great looks like for leadership development at CoreWeave — including how we measure behavioral change, not just program satisfaction.
Build evaluation frameworks for all major programs; use data to continuously improve program design and demonstrate impact to senior stakeholders.
Stay current on the leadership development field; bring external research, models, and benchmarks in where they raise the quality of CWU's work.
Act as a senior voice and thought partner within the CWU team — sharing expertise, contributing to how the function operates, and helping shape CWU's overall approach to learning.
Mentor and support other Learning Partners, particularly those newer to the field or to CoreWeave, and those earlier in their career.
Contribute to CWU's standards, practices, and methodology as a collaborative leader within the function.