Regional Learning Development Director Jobs in Nevada

About the jobWho are we?
RZR Global is an AI-driven company specializing in mobile advertising solutions designed to fuel revenue growth. We leverage AI to discover audiences in a privacy-first environment through trillions of contextual bidding signals and proprietary behavioral models. Our audience engagement platform includes creative strategy and execution. We handle 5 million mobile ad requests per second from over 10 billion devices, driving performance for both publishers and brands. We are headquartered in San Francisco, CA, with a global presence across the United States, EMEA, and APAC.Role Overview:

RZR is growing globally across the US, India, Philippines, China, Armenia, Belarus, and Europe. As the business scales, two critical gaps have emerged that are directly impacting performance, manager effectiveness, and cultural cohesion: the absence of a structured onboarding experience and the lack of any formal manager or leadership capability development.

The Senior L&D Lead is a senior individual contributor role built to close those gaps  and to build the learning infrastructure that will define how RZR develops its people as it scales. This is not a content coordination role. It is a program architecture role that requires strategic thinking, content creation, stakeholder influence, and rigorous measurement.

The first and most urgent mandate is to revamp, rebuild, and relaunch RZR Academy  our global onboarding programs within the first 30 days. The second is to design and run a structured Manager Capability Development Programs for all new and first-time managers globally. From there, the role expands into building a full-stack L&D calendar, function-specific training, leadership development programs, and a performance management capability framework.

Key Responsibilities:

1.RZR Academy  Global Onboarding Programs

• Own, revamp, and relaunch RZR Academy as a structured, engaging, and globally consistent onboarding experience for all new hires across all markets
• Redesign the programs architecture  modules, sequencing, delivery format (synchronous / asynchronous / blended), and regional adaptations
• Build or source onboarding content covering: RZR's business, culture and values, product and technology basics, tools and systems (Greenhouse, BambooHR, Lattice, Jira), people policies, and role-specific tracks
• Create a 30/60/90 day new hire experience with structured check-ins, milestones, and manager touch points
• Automate delivery where possible via available LMS or HR tech integrate with BambooHR, Notion, or similar tools
• Run a 90-day effectiveness assessment for every cohort  measure knowledge retention, role readiness, and cultural alignment scores
• Iterate and improve based on data  track completion rates, satisfaction scores, manager feedback, and 90-day performance correlation

2. Manager Capability Development Programs

• Design and launch a structured First-Time Manager Programs for all employees being promoted into a management role for the first time at RZR
• Build a New Manager Onboarding Track for experienced managers joining RZR, covering RZR's management philosophy, performance expectations, and people management tools
• Create a recurring Managers' Learning Series monthly or bi-monthly sessions on core management topics: feedback delivery, performance conversations, handling conflict, building psychological safety, coaching vs. directing
• Run capability assessments before and after each programs to measure effectiveness and manager readiness
• Build a Manager Effectiveness Index a quarterly measurement framework using 360 data, engagement signals, and performance outcomes to track manager quality over time
• Partner with People Partners globally to identify managers who need targeted support and run bespoke interventions

3. Leadership Development 

• Design and pilot a leadership development programs  focused on strategic leadership, organizational influence, and executive presence
• Build succession readiness programs in partnership with the Head of People  identify high-potential employees and create structured acceleration tracks
• Facilitate leadership workshops, offsite sessions, and calibration-linked development conversations
• Create a leadership reading list, learning library, and curated external programs recommendations for L6+ and above

4. Annual L&D Calendar & Content Management

• Build and manage an annual global L&D calendar covering all planned programs workshops, training sessions, and self-directed learning cycles
• Own the content library  create, curate, and maintain all learning materials: decks, e-learning modules, toolkits, job aids, and facilitation guides
• Build a performance management training programs equipping managers and employees with the skills to run effective goal-setting, mid-year review, and year-end calibration cycles
• Design training content for key People processes: POSH compliance, interview skills, onboarding managers, and tools training (BambooHR, Lattice, Greenhouse)
• Ensure all content is accessible, inclusive, and adapted for global audiences across RZR's markets

5. Function-Specific & Custom Training Programs

• Partner with functional heads (Engineering, ML, Product, Sales, Finance, etc.) to identify skill gaps and co-design targeted training interventions
• Run new hire role-specific enablement programs beyond the general onboarding track especially for technical and client-facing roles
• Support Sales and GTM enablement in partnership with functional leaders pitch skills, product knowledge, objection handling

6. Learning Measurement & Effectiveness

• Define and own the L&D measurement framework Kirkpatrick Level 1 to 3 across all programs (reaction, learning, behaviour change)
• Build dashboards and quarterly reports for People leadership and ELT  programs ROI, completion rates, effectiveness scores, and manager capability trends
• Conduct post-programs surveys and 30/60/90 day follow-ups to measure behaviour transfer
• Use data to make decisions on what to continue, improve, or retire

7.LMS & Learning Technology

• Evaluate and recommend an LMS or learning platform appropriate for RZR's size and global spread integrate with existing HR tech stack
• Manage content authoring tools (e.g., Google Slides, Notion, Canva, Articulate, or similar) to produce high-quality, scalable learning materials
• Ensure all programs have digital delivery capability for async and remote learners across time zones

Required Skills / Experience

• 5-8 years of L&D experience, with at least 2 years in a Senior L&D Partner or Lead IC role in a global, fast-paced tech or ad tech environment
• Demonstrated experience designing and running structured onboarding programs at scale  not just administration
• Proven track record building manager capability or leadership development programs from scratch
• Strong instructional design skills  ability to translate complex topics into engaging, learner-centric content
• Experience running L&D programs across multiple countries and time zones
• Data fluency  comfortable defining KPIs, running surveys, and presenting effectiveness data to senior stakeholders
• Proficiency with content creation tools (Google Slides, Canva, Notion) and at least one LMS or e-learning platform
• Excellent facilitation skills can run workshops, training sessions, and calibration conversations with confidence
• Strong stakeholder management can influence business leaders, partner with HRBPs, and navigate a matrixed global org
• Self-starter with a builder mindset - comfortable working with ambiguity and no existing L&D infrastructure
• Bachelor's degree in HR, Organizational Psychology, Education, or related field; L&D certification (ATD, CIPD) is a plus