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Learning Partner information

See New York salary details

$33.4K

$128.6K

How much do learning partner jobs pay per year?

As of Aug 8, 2026, the average yearly pay for learning partner in New York is $123,740.00, according to ZipRecruiter salary data. Most workers in this role earn between $127,500.00 and $127,500.00 per year, depending on experience, location, and employer.

What are some common challenges learning partners might face in their role?

Learning Partners often encounter the challenge of aligning training initiatives with rapidly evolving business objectives while addressing diverse learning needs across the organization. Balancing multiple projects, managing stakeholder expectations, and ensuring engagement from busy employees require strong organizational and interpersonal skills. Additionally, keeping up-to-date with the latest learning technologies and assessment methods is crucial for delivering relevant and effective programs. Despite these challenges, Learning Partners play a pivotal role in shaping a culture of continuous improvement and professional growth.

What is the role of a learning partner?

A learning partner is responsible for supporting and facilitating learning experiences, often collaborating with learners to identify goals, provide guidance, and track progress. They may develop training materials, deliver instruction, and use tools like learning management systems to enhance educational outcomes. The role requires strong communication skills and a focus on continuous improvement in learning environments.

What are the key skills and qualifications needed to thrive in the learning partner position, and why are they important?

To thrive as a Learning Partner, you need expertise in instructional design, adult learning principles, and organizational development, often supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and experience with data analytics for measuring training effectiveness is highly valuable. Excellent communication, stakeholder management, and facilitation skills help you build partnerships and adapt programs to diverse learner needs. These skills ensure the effective development, delivery, and evaluation of impactful learning solutions aligned with business goals.

What does a learning partner do?

A Learning Partner collaborates with business leaders and employees to identify learning needs, develop training programs, and support professional development. They work to align learning initiatives with organizational goals, ensuring employees have the skills needed for success. Learning Partners may design, implement, and evaluate training programs, facilitate workshops, and provide coaching. Their role is both strategic and hands-on, bridging the gap between business objectives and employee development.

How do I become a learning partner?

To become a learning partner, you typically need relevant experience in education, training, or mentoring, along with strong communication and interpersonal skills. Some roles may require specific certifications or knowledge of learning management systems. Applying through the company's career portal and demonstrating your ability to support learning initiatives are common steps.
What are popular job titles related to Learning Partner jobs in New York? For Learning Partner jobs in New York, the most frequently searched job titles are:
What job categories do people searching Learning Partner jobs in New York look for? The top searched job categories for Learning Partner jobs in New York are:
Learning Partner jobs near you
Infographic showing various Learning Partner job openings in New York as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 23% Part Time, 1% Temporary, and 2% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $123,740 per year, or $59.5 per hour.

Learning Partner - Management & Leadership Development

CoreWeave

New York, NY • On-site

Full-time

Posted 23 days ago

CoreWeave rating

9.8

Company rating: 9.8 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

1st of 223 rated it services

Job description

ABOUT COREWEAVE

CoreWeave is the essential cloud for AI - purpose-built to power the infrastructure that trains, deploys, and scales AI at the frontier. We operate one of the world's largest GPU-accelerated compute platforms, serving the teams building the most demanding AI workloads in the world. As we scale rapidly toward and beyond 4,000 employees, CoreWeave University exists to ensure our people grow as fast as the company does - building the capabilities that make CoreWeave not just the best place to work in AI infrastructure, but the best place to develop a career in it.

ABOUT THE ROLE

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, and the CWU learning team, to 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.

WHAT YOU'LL DO

Leadership Development Strategy & Design

  • 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.

Stakeholder Partnership & Influence

  • 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.

Delivery & Facilitation

  • 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.

Measurement & Continuous Improvement

  • 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.

CWU Team Contribution

  • 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 design principles, practices, and methodology as a collaborative leader within the function.

WHAT YOU'LL BRING

Experience

  • 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.

Skills & Knowledge

  • 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.

Ways of Working

  • 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.

HOW YOU'LL BE EVALUATED

The dimensions below reflect the profile we're hiring against - not a checklist, but a signal of what success looks like at this level.

  • Expertise & Impact: Recognized as CWU's go-to expert in leadership and management development. Drives improvements by redesigning learning systems and influencing how leadership development is done across the organization. Mentors peers and contributes to the team's internal knowledge base.
  • Ownership & Execution: Leads execution of complex, multi-stakeholder learning workstreams across functions. Holds accountability for program impact, not just delivery. Anticipates how organizational shifts affect the leadership development portfolio and adjusts before being prompted.
  • Collaborate & Multiply: Builds strong cross-functional relationships across all functions and seniority levels. Actively promotes best practices within and across teams. Coaches others in effective stakeholder communication and navigates disagreement with clarity and care.
  • Strategic Application: Connects leadership development strategy to CoreWeave's workforce planning, engagement, and retention priorities. Contributes to CWU-level planning and goal-setting. Communicates program strategy with influence at the VP and senior director level.

A note on AI fluency: 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. Equally important: 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.

Wondering if you're a good fit?

We believe in investing in our people, and value candidates who can bring their own diversified experiences to our teams - even if you aren't a 100% skill or experience match.

Why CoreWeave?

At CoreWeave, we work hard, have fun, and move fast! We're in an exciting stage of hyper-growth that you will not want to miss out on. We're not afraid of a little chaos, and we're constantly learning. Our team cares deeply about how we build our product and how we work together, which is represented through our core values:

  • Be Curious at Your Core
  • Act Like an Owner
  • Empower Employees
  • Deliver Best-in-Class Client Experiences
  • Achieve More Together

We support and encourage an entrepreneurial outlook and independent thinking. We foster an environment that encourages collaboration and enables the development of innovative solutions to complex problems. As we get set for takeoff, the organization's growth opportunities are constantly expanding. You will be surrounded by some of the best talent in the industry, who will want to learn from you, too. Come join us!

The base salary range for this role is $149,000 to $198,000. The starting salary will be determined based on job-related knowledge, skills, experience, and market location. We strive for both market alignment and internal equity when determining compensation. In addition to base salary, our total rewards package includes a discretionary bonus, equity awards, and a comprehensive benefits program (all based on eligibility).

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