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About the Role
The Learning & Development Lead owns training and readiness for Physical Intelligence's robot operator workforce, focusing on designing and running systems to quickly onboard new operators while maintaining a high quality bar and managing ongoing training for evolving work.
Responsibilities
- Own the operator work-trial program and ensure candidates are evaluated consistently.
- Maintain clear trial standards, evaluator guidance, and scoring criteria.
- Partner with recruiting and operations to continuously improve trial prediction of operator success.
- Build and run onboarding from day one through the first 30–60 days.
- Define operator knowledge and skill progression at each stage of ramp.
- Create training plans, checklists, certification steps, and readiness milestones.
- Identify struggling operators early and create clear paths for remediation.
- Continuously improve new hire time-to-productivity.
- Partner with researchers and operations teams when new robot tasks, systems, or processes are introduced.
- Learn new workflows quickly and translate them into clear training materials and operating instructions.
- Design rollout plans to train a large operator population quickly.
- Track training completion and verify its effectiveness in correct execution.
- Maintain training consistency across shifts, teams, and locations.
- Maintain a clear training calendar and ensure timely training.
- Coordinate trainers, operators, shift leads, and researchers.
- Keep training materials current as workflows change.
- Build repeatable processes to eliminate reliance on tribal knowledge.
- Track training completion, readiness, and performance metrics.
- Use operator performance data and feedback to identify training gaps.
- Work with operations leaders to understand recurring quality or productivity issues.
- Determine the root cause of problems (training, instructions, process, tooling, etc.).
- Continuously simplify and improve operator learning processes.
Requirements
- Experience owning training, onboarding, or workforce development programs for hourly or frontline employees.
- Demonstrated ability to get new employees productive quickly.
- Experience building structured ramp programs with clear milestones and standards.
- Strong operational organization and follow-through.
- Able to turn ambiguous or technical workflows into simple, teachable processes.
- Comfortable managing trainers responsible for training large groups on new procedures under tight timelines.
- Strong written and verbal communication.
- Able to work effectively with technical stakeholders, trainers, and frontline operators.
- Comfortable in an environment where processes and requirements change frequently.
- Uses data and observation to improve training rather than relying only on subjective feedback.
- Experience in robotics is not required.
Skills
- Training program design
- Onboarding program management
- Workforce development
- Operational organization
- Process simplification
- Data analysis
- Written communication
- Verbal communication
Equal Opportunity
- Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.