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Saas Learning Development Jobs in California (NOW HIRING)

Doxel

Senior Director, People

San Francisco, CA · On-site

Learning & Development. We have a track record of growing up-and-coming managers into senior ... At least 2+ years within an Enterprise SaaS environment * Experience at a growth-stage company ...

Doxel

Senior Director, People

Bodega Bay, CA

$220K - $275K/yr

Learning & Development. We have a track record of growing up-and-coming managers into senior ... At least 2+ years within an Enterprise SaaS environment * Experience at a growth-stage company ...

Snowflake

GTM & Enablement Program Manager

Menlo Park, CA · On-site

$133K - $174K/yr

Experience supporting enterprise software or SaaS sales organizations. * Strong organizational and ... Experience in Sales Enablement, Customer Enablement, Learning & Development, or Revenue Enablement.

DualEntry

Account Executive

San Francisco, CA · On-site

$120K - $150K/yr

... * 2+ years closing in B2B SaaS, full cycle * Comfortable running multi-stakeholder deals ... Learning & development budget for courses, certifications & language learning * Unlimited AI tokens

New

Ampersand

Sales Development Representative

San Francisco, CA · On-site

$70K - $135K/yr

... SaaS experience. You can learn more about our full team here. We've raised Series A funding from ... Seizing this moment requires passion, hard work, and continuous learning. At the same time, this is ...

Skedulo

Regional Sales Director

San Francisco, CA · On-site

Desired Skills/ Qualifications * 10+ years' experience selling technology or SaaS solutions ... Learning & Development) * Paid Parental Leave for both carers (12 weeks) United States Specific ...

Mat3ra

Product Development Lead

Walnut Creek, CA · On-site +1

$120K - $180K/yr

Cloud, SaaS, enterprise, internal tools, or supply chain networks. * 2 or more years of experience ... learning Benefits Company Benefits Include * Health Care Plan (Medical, Dental & Vision)

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Saas Learning Development information

What are the key skills and qualifications needed to thrive in SaaS Learning Development?

To excel in SaaS Learning Development, you need expertise in instructional design, adult learning theories, and experience with cloud-based software environments. Familiarity with Learning Management Systems (LMS), authoring tools like Articulate or Captivate, and certifications such as CPLP or ATD are highly valued. Strong communication, creativity, and project management skills help create engaging and effective training content for diverse users. These competencies are crucial for designing scalable, impactful learning solutions that drive software adoption and user success in fast-evolving SaaS organizations.

What are some typical challenges faced by professionals in SaaS Learning Development, and how can they be addressed?

Professionals in SaaS Learning Development often encounter challenges such as keeping training materials up-to-date with frequent software updates, addressing diverse user learning needs, and measuring the effectiveness of learning initiatives. To manage these, it's important to establish agile content review cycles, leverage user feedback, and use data analytics to track training impact. Collaborating closely with product, customer success, and support teams also ensures content remains relevant and aligned with user requirements.

What is SaaS Learning Development?

SaaS Learning Development refers to the process of creating, delivering, and managing educational content or training programs using Software as a Service (SaaS) platforms. These solutions enable organizations to provide online learning experiences, track learner progress, and update materials easily without managing on-premises infrastructure. SaaS Learning Development specialists often work with Learning Management Systems (LMS), authoring tools, and analytics to design effective digital training that is scalable and accessible from anywhere. This approach is commonly used for employee onboarding, compliance training, and professional development in various industries.

What is the difference between Saas Learning Development vs Saas Training Specialist?

AspectSaas Learning DevelopmentSaas Training Specialist
CredentialsTypically requires a background in instructional design, e-learning development, or related certificationsOften holds certifications in training, facilitation, or SaaS product knowledge
Work EnvironmentDesigns and develops learning programs, often collaborating with product teamsDelivers training sessions, workshops, and onboarding for users or employees
Employer & Industry UsageCommon in SaaS companies focusing on internal employee development and customer onboardingUsed by SaaS companies to train clients and internal staff on software usage

Saas Learning Development focuses on creating comprehensive learning programs and materials, while Saas Training Specialists primarily deliver training sessions. Both roles are essential for effective SaaS product adoption and require related skills, but their core functions differ in development versus delivery.

What are popular job titles related to Saas Learning Development jobs in California? For Saas Learning Development jobs in California, the most frequently searched job titles are:
What job categories do people searching Saas Learning Development jobs in California look for? The top searched job categories for Saas Learning Development jobs in California are:
What cities in California are hiring for Saas Learning Development jobs? Cities in California with the most Saas Learning Development job openings:
Saas Learning Development jobs near you

Senior Director, People

Doxel

San Francisco, CA • On-site

Full-time

Retirement

Posted 9 days ago

Job description

Construction is the second-largest industry in the world-nearly 4x the size of SaaS-yet it still operates without the automated feedback loops that modern software teams rely on. Without real-time observability, issues are detected too late, contributing to over $3 Trillion in annual global waste.
Doxel brings computer vision and AI to construction, giving teams real-time visibility into progress, risk, and execution. From hospitals to data centers, and from field leaders to executive teams, Doxel is used every day to support better decisions and faster delivery. Our platform is trusted by industry leaders including Shell, Genentech, HCA Healthcare, Kaiser, Turner, and Layton.
Doxel's automated progress tracking solution keeps teams aligned with hard facts that leave no ambiguity on where the project is today, where it will be tomorrow and what decisions need to be made to land it on schedule and on budget. This enables our customers to deliver projects, on average, 11% ahead of schedule with up to 16% savings on monthly cash flow.
Backed by Insight Partners and Andreessen Horowitz and with a rapidly growing team of engineers, scientists, construction veterans, and Enterprise go-to-market teams, we're driven to help our customers win.
Join us as we continue our journey to transform the $15T Construction Industry!
The Role
You'll design the people systems and processes our company scales and thrives on: how we level and pay, how we onboard, how we grow and promote, and how we manage performance. The raw material is strong - a high-talent team, support for modern tooling, and leaders who care about performance as much as you do. You default to AI-forward thinking - using modern tools to make People processes faster, sharper, and more scalable, not just to keep up with them.
This is a builder's seat, not a maintenance role. You'll report directly to our CEO, with the mandate and autonomy to shape how Doxel hires, develops, and retains talent as we scale - and the trust to build it right the first time.
Your Day To Day
  • Talent engine. Recruiting execution has dedicated owners - you make the machine around them world-class: hiring velocity, interview quality, decision discipline, and a candidate experience that closes the people we want most.
  • Performance Management, Career Pathing & Manager Development. Partner with Finance on leveling architecture and benchmarking (Pave/Carta); design offer strategy. Own and evolve our career pathing framework so growth criteria at every level are clear and defensible. Run merit and promotion cycles end to end, including calibration. Directly coach and develop our people managers - especially first-time managers - through performance conversations, calibration, and promotion decisions.
  • People platform (HRIS). Rippling is our HRIS and you own it: job architecture, approval workflows, onboarding that impresses on day one, offboarding that's airtight.
  • Employee Relations. Be the first line on ER issues handling them with rigor in accordance with company policies, while coaching managers through difficult situations before they escalate.
  • Benefits, total rewards & employee support. Own benefits strategy and annual renewals with our broker, 401(k) administration, and payroll operations across [confirm: two countries, or more - flagging the discrepancy with the "11+ countries" line elsewhere]. Make our rewards competitive, understood, and efficient. Support immigration needs (H-1B and related, with dedicated outside counsel), mobility.
  • Learning & Development. We have a track record of growing up-and-coming managers into senior leaders. You will own and grow the learning & development program to scale this success.

We hire and promote on one criterion: the best person for every job. We expect our People leader to build systems that are rigorously fair and rigorously excellent, and to keep the function anchored to mission and merit.
What Success Looks Like
  • You're hungry to build from the ground up and partner directly with the CEO on a daily basis
  • You default to AI-forward thinking - using modern tools to make People processes faster, sharper, and more scalable, not just to keep up with them.
  • A true generalist with depth: credible on career pathing conversations comp architecture one day, an immigration case the next, an HRIS workflow redesign the day after
  • A player/coach. You build the model, configure the system, and run the process yourself - then systematize so it scales
  • Experienced with multi-entity or international operations is a big plus
  • Fluent in modern people tooling - Rippling or comparable HRIS; Pave/Carta
  • Trusted at both altitudes: executives & employees

What You Bring
  • 10+ years of blended Recruiting and HR experience
  • At least 2+ years within an Enterprise SaaS environment
  • Experience at a growth-stage company (roughly 50-300 headcount during tenure)
  • Comfortable evaluating and integrating AI-powered tools into People workflows (e.g., interview intelligence, performance calibration support, L&D content creation) - not just using AI, but knowing where it genuinely improves rigor vs. where it doesn't
  • Talent Engine: Experience building or significantly improving hiring infrastructure, with measurable and effective KPIs (time-to-fill, offer-accept rate, interviewer scorecard consistency, etc.)
  • Performance Management, Career Pathing & Manager Development:
    • Has run performance review/merit/promotion or calibration cycles directly, not just supported them
    • Has built or owned a career pathing framework - clear criteria for what growth looks like at each level, not just comp bands tied to titles
    • Has direct experience developing first-time or early-stage people managers - coaching them through their first performance conversations, calibration debates, or promotion decisions, not just training them once and moving on
    • Comfortable coaching managers through difficult performance conversations in real time
  • HRIS ownership: Hands-on experience owning an HRIS (Rippling or comparable) - configuring job architecture, approval workflows, onboarding/offboarding flows - not just using one as an end user
  • Employee Relations: Demonstrated experience handling ER issues directly - investigations, terminations, conflict escalation, manager coaching

Preferred Experience
  • Compensation & benchmarking: Comfort constructing offers and leveling using benchmarking data (Pave, Radford, or similar; Carta for equity) - noting compensation budget currently sits with Finance, so this is closer to fluency and partnership than sole ownership today
  • Multi-entity/international experience: We currently operate across 11+ countries, so background in international HR operations and best practices is very helpful
  • Benefits & Total Rewards: Experience owning benefits strategy and running an annual renewal with a broker; familiarity with 401(k) administration and multi-country payroll operations
  • Immigration: Prior experience supporting or managing employer-sponsored immigration cases

$220,000 - $275,000 a year
Pay is based on a variety of factors such as location, skill level, qualifications, competencies, and overall experience.
Doxel is an equal opportunity employer and actively seeks diversity at our company. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

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