Onboarding & Training Lead

Glean•Palo Alto, CA

12d•$140,000 - $155,000•Hybrid

About The Position

Glean is seeking an Onboarding & Training Lead to build and run a high-touch, scalable onboarding experience for new hires globally. In this role, you’ll own the end-to-end new hire journey—from pre-boarding through the first 90 days—designing programs that are engaging, community-building, and tightly connected to our culture and ways of working. You’ll also drive lightweight training initiatives, with a particular focus on manager enablement and core skills training, partnering closely with HRBPs, Recruiting, Workplace, and functional leaders to ensure new hires and managers have the tools, training, and clarity they need to be successful.

Requirements

4+ years of experience in HR, People Ops, L&D, or Employee Experience, with a strong focus on new hire onboarding, program management, or internal training in high-growth environments.
Proven ability to design and run scalable programs end-to-end - from needs assessment and content design to facilitation, measurement, and iteration.
Comfortable facilitating live sessions (virtual and in-person) with groups of managers and new hires; you bring energy, clarity, and structure to every session.
Data-informed and operationally minded - you use metrics, surveys, and feedback to decide where to focus and how to improve.
Strong cross-functional collaborator who can partner with HRBPs, Recruiting, Workplace, IT, and business leaders and influence without formal authority.
Excellent written and verbal communication skills; able to translate complex information into simple, actionable guidance for new hires and managers.
Comfortable in a fast-paced, ambiguous environment; you enjoy building, iterating, and improving as the company grows.

Responsibilities

Design and run new hire onboarding
Own the company-wide onboarding strategy and calendar- from pre-boarding communications through day 1, week 1, and 30/60/90-day milestones for new hires globally.
Elevate our in-person and hybrid onboarding experience, ensuring new hires feel welcomed, informed, and connected, whether they’re joining an office hub or remotely.
Facilitate live onboarding sessions (e.g., company overview, culture and values, tools and systems, “how we work” norms) and coordinate guest speakers from across the business.
Drive follow-up touchpoints and community
Implement structured 30/60/90-day touchpoints, including checklists, surveys, and manager prompts to ensure new hires are ramping effectively and have what they need to succeed.
Stand up lightweight new hire communities (e.g., cohorts, buddy programs, new-hire office hours) and recurring connection points such as welcome events or new hire happy hours.
Partner with Workplace and local office leads to ensure physical space, events, and onsite experiences reinforce a positive onboarding journey.
Lead lightweight L&D and manager enablement
Coordinate and run monthly manager meetings and enablement sessions on core topics such as performance, feedback, 1:1s, and onboarding best practices.
Curate and maintain a self-serve learning library (playbooks, templates, checklists, videos) for managers and new hires, leveraging tools like Glean, LinkedIn Learning, and internal documentation.
Partner with functional enablement teams (e.g., Sales Enablement) to extend relevant role-based onboarding content into the company-wide experience where appropriate.
Measure, improve, and report on impact
Define and track key onboarding and learning metrics, such as time-to-productivity, new hire satisfaction in the first 90 days, and manager feedback on readiness.
Use data and qualitative feedback to continuously iterate on programs, content, and delivery, ensuring we stay aligned with business needs and employee expectations.
Partner with People Analytics and Systems teams to build simple dashboards or recurring reports that give leaders visibility into onboarding health and trends.
Program operations and cross-functional partnership
Own the operational backbone of onboarding: schedules, comms, registration flows, documentation, and internal FAQs, in partnership with HR Ops, IT, Workplace, and Recruiting.
Ensure smooth handoffs between Recruiting, HR, IT, and managers so that laptops, access, workspace, and key systems are ready for new hires on day one.
Maintain clear, accessible documentation for all onboarding and core learning programs, including process maps, facilitator guides, and participant materials.