Senior Learning & Development Manager

Thumbtack

2h•$135,200 - $215,000•Remote

About The Position

You’ll own Thumbtack’s leadership development initiatives to build capability for today and readiness for what’s next. This role blends strategy, program design, and hands-on execution: you’ll finalize the roadmap, launch and iterate programs, and show impact with clear metrics. You’ll work directly with senior leaders, managers, and external partners—and use AI thoughtfully—to deliver learning that’s practical, scalable, and loved by learners.

Requirements

Leadership development depth: 7+ years in L&D/Talent/Organizational Development, including 5+ years building and scaling end-to-end leadership programs in cross-functional environments
AI-first builder: Hands on experience building AI-powered leadership development programs and initiatives
Program management excellence: Proven ability to run complex, multi-phase initiatives from idea to launch to iteration; strong facilitation skills
Demonstrated strength in stakeholder management and cross-functional collaboration
High-velocity operator: Works fast and experimentally while maintaining a high bar; balances big-picture thinking with roll-up-your-sleeves execution
Growth mindset: Brings an evidence-based perspective on leadership development yet stays flexible and collaborative in fast-changing environments; strong learning orientation

Responsibilities

Leadership development strategy: Evolve a leadership development strategy and annual roadmap tied to workforce and business priorities
Program design & delivery: Build and run end-to-end leadership programs (e.g., leadership onboarding, manager fundamentals, senior leadership learning circles, mentoring, coaching), using blended modalities to meet learners where they are
AI-powered learning: Re-architect our leadership development portfolio with an AI-first mindset to increase relevance, speed, quality and engagement
Measurement & improvement: Establish measurement frameworks to track participation, behavior change, and business impact; iterate programs based on data and feedback.
Stakeholder partnership & coaching: Partner with Talent Management, HRBPs, and business leaders to assess needs and co-create solutions integrated with talent cycles; advise executives and managers
Change leadership: Drive adoption of new programs and make new ways of working stick

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