Senior Manager, Employee Onboarding

Netflix•Los Angeles, CA

2d•$290,000 - $470,000•Onsite

About The Position

Netflix is seeking a leader to own its onboarding strategy and product within Talent Management. The role is accountable for accelerating new-hire effectiveness by building onboarding experiences that help employees understand the business, culture, people, and their jobs. The position begins with global leader and executive onboarding and will extend to other regions, while also leading the largest live learning event in the US and Canada and helping determine how and when live learning should scale globally. The Senior Manager will lead and develop a small, multidisciplinary team of experienced designers and project managers, set a clear vision, establish priorities, and foster a culture of trust, accountability, candid feedback, and growth. The role owns onboarding across executive, leader, employee, digital hub, and early-career experiences, including live learning and enablement for hiring managers, HRBPs, and onboarding buddies. It partners with teams across Talent and the business, uses data and employee signals to improve or retire offerings, and balances global consistency with local needs. The role is based in the United States at Netflix offices in Los Gatos, California, or Los Angeles, California, and reports to the Director, Talent Management, UCAN. Travel of up to 50% domestically and internationally is required.

Requirements

10+ years leading people, including hiring, coaching, and developing high-performing multidisciplinary teams.
10+ years in HR, Talent Management, or Organizational Development, including 5+ years building and scaling onboarding or employee experience programs.
Influence and facilitation skills across teams and leadership levels, including senior stakeholders without authority and in ambiguous situations.
Strategic thinking and business acumen to connect business priorities and employee needs, define a future state, and create a roadmap for complex problems.
Experience owning a product or program against an outcome over time and leading complex initiatives involving multidisciplinary stakeholders.
Human-centered design leadership from problem framing through implementation and iteration, creating scalable experiences with measurable results.
Generalist experience across product ownership, experience design, project or program management, and event management, with sufficient depth to coach specialists in each area.
First-principles and systems thinking across talent management, with willingness to challenge assumptions and try new approaches and technologies.
Analytical rigor and sound judgment about when to rely on data versus intuition.
Resilience, self-awareness, and high standards, with comfort building programs from scratch in fast-paced environments.
Deep passion for Netflix culture.
Willingness to travel up to 50%, domestically and internationally.

Nice To Haves

12+ years in the field, including 7+ years building onboarding at a mid-to-large global organization.
Track record of leading teams to scale programs across global regions while maintaining quality.
Experience leading a team through change, such as a new strategy, reorganization, or shift in working methods.
Experience designing executive transitions and helping leaders integrate culture through practice.
Experience leading cross-functional work with business leaders, talent partners, technology, and analytics using agile and design thinking frameworks.
Experience leading in a product-centric model, including setting outcome measures and building early feedback loops.
Interest in guiding a team and partners to explore how AI and new technology can improve workplace learning and productivity.

Responsibilities

Lead and develop a small multidisciplinary team of experienced designers and project managers, setting expectations, providing candid feedback, and supporting growth.
Set priorities for the team, match capabilities to opportunities, and communicate trade-offs and non-goals.
Own the onboarding product and its outcomes, managing the full lifecycle from problem discovery and launch through iteration or retirement.
Develop and drive onboarding strategy, initially focused on global leader and executive onboarding and extending the work to other regions.
Lead delivery of the largest live learning event in the US and Canada and help determine how and when live learning should scale globally.
Guide experience design by translating business strategy and employee insights into a cohesive onboarding experience.
Define target outcomes and track effectiveness, efficiency, engagement, and experience metrics, ensuring equity across regions and teams.
Establish core standards for new hires, including onboarding plans, buddies, and clear goals, while keeping processes lightweight and flexible.
Set expectations and tools for hiring managers and clarify responsibilities across recruiters, HRBPs, buddies, and leaders.
Develop executive, leader, employee, digital hub, and early-career onboarding experiences and associated enablement.
Use data and customer signals to determine what to improve, scale, or retire.
Partner early with Talent Analytics, Talent Tech & Operations, Talent Acquisition, Inclusion, Compensation, global HRBPs, Talent Leadership, and global talent management teams.
Anticipate changes in the business and workforce, encourage experimentation, challenge conventional approaches, and explore new technologies and modalities.
Shape onboarding with managers and other partners, and build programs that balance global consistency with local needs.

Benefits

Comprehensive health plans
Mental health support
401(k) retirement plan with employer match
Stock option program
Disability programs
Health Savings Accounts and Flexible Spending Accounts
Family-forming benefits
Life and Serious Injury Benefits
Paid leave of absence programs
Flexible time off for full-time salaried employees
Full-time hourly employees accrue 35 days annually for vacation, holidays, and sick paid time off