Talent Development & People Programs Manager (Learning Experience & Onboarding)

At Rowan Digital Infrastructure, we are transforming data center delivery for speed and scale. Our mission is to deliver best-in-class data center solutions to hyperscale customers who share our commitment to sustainability, and to do so with an unwavering focus on efficiency, quality, and flexibility. Our data center solutions are tailored to our customers’ needs and delivered by our exceptional end-to-end team. Rowan is assembling a strategic portfolio of data center sites in Tier 1 markets across the United States at various stages of development, and we’re looking for incredible and passionate people to help us advance our company and our commitment to building a more sustainable future.

Rowan is backed by Quinbrook, a leading investor in the energy transition, and Blackstone, the world’s largest alternative asset manager.

Ready to join us in transforming the future of data centers and sustainability? Apply now to explore exciting career opportunities at Rowan Digital Infrastructure and be a part of our mission to revolutionize data center delivery.

Role Summary

Reporting to the Director, Talent Development & People Programs, the Manager, Talent Development & People Programs leads two critical areas: enterprise onboarding and learning experience design.

The role owns Rowan's end-to-end onboarding strategy, including overall process, program design and delivery, hiring manager enablement, and continuous improvement. Partnering closely with key stakeholders, this position creates a consistent, engaging, and impactful new hire experience that helps employees quickly connect, contribute, and thrive.

As the team's learning experience design lead, the Manager establishes standards, consults with stakeholders on business needs, and designs impactful development solutions across the TD&PP portfolio. The ideal candidate is a hands-on practitioner who combines expertise in learning design, performance consulting, program management, change management, learning management/experience systems, and AI-enabled solutions to create exceptional talent development experiences and measurable business outcomes.

The role includes significant opportunities for contribution and growth where workstreams may be reprioritized or shifted across team members to align to business needs or team member strengths and growth opportunities; workstream opportunity examples include leading or partnering in leadership development, career development, mentoring, employee listening, engagement, culture enablement, recognition, or performance management.

Travel: Ability to travel up to (20%) to company location or for meetings.

Location: Denver, CO (hybrid in-office role)

Compensation: $105k - $125k (Offers Bonus)

Essential Responsibilities

Learning Experience Design

Build and manage the pillar's intake process - applying a performance consulting lens to distinguish learning needs from other gaps before recommending solutions; track priorities, timelines, and solution delivery through closure

Lead project plans to drive key initiatives from concept to implementation and evaluation; coordinate resources, suppliers, communications, and implementation activities to achieve desired outcomes

Develop and curate high-quality, impactful content, experiences, and resources across the pillar's portfolio – includes virtual, in-person, digital, and blended experiences, resources, and performance support tools

Apply adult learning, behavioral science and modern design principles to all solutions; consult with subject matter experts and stakeholders to address capability needs

Leverage AI-enabled tools to accelerate development cycles, increase personalization, and maintain quality at scale; bring human judgment to ensure quality and Rowan's voice

Act as a producer for in-person, online, and blended learning sessions; facilitate working sessions and learning experiences, manage pilots, and build stakeholder alignment

Set design standards, templates, and quality criteria for all learning content produced by the team

Enterprise Onboarding Strategy, Program Management & Experience Design

Own and continuously improve Rowan's enterprise onboarding strategy and new employee experience roadmap; defining success metrics, governance, and standards

Develop and manage a scalable, common onboarding framework through Day 90 that supports rapid growth across a distributed workforce, reinforcing Rowan's culture, Guiding Principles, and ways of working - balance consistency with appropriate flexibility for different roles and locations

Lead onboarding projects from concept through implementation; develop standardized project plans, cross-functional workflows, and operating procedures

Partner with People Operations to ensure design/process includes what they need to coordinate onboarding (e.g. pre-boarding and onboarding activities, workstation assignments, onboarding logistics for office-based employees, workflows in HiBob and other People systems, act as first tier support for routine questions)

Ensure onboarding strategy connects to the broader talent development lifecycle

Build and maintain the full suite of onboarding program components - orientation, learning journeys, job aids, guides, check-ins, connection opportunities, etc.

Design and facilitate Rowan's new hire Day 1 orientation

Design and own the new hire feedback system

Team Onboarding / Hiring Manager Enablement

Build and maintain Rowan's hiring manager onboarding toolkit; design and deliver hiring manager enablement

Partner with People Business Partners to identify patterns in hiring manager effectiveness and deploy targeted support

Across All Workstreams

Lead or partner in vendor selection and ongoing relationship management, as applicable

Partner with the People Operations Analyst to develop dashboards and success measures. Create, track, and report on success metrics; use data, feedback, and business insights to evaluate effectiveness and continuously improve programs and processes

Continuously scan internal and external trends, identify opportunities for innovation, and champion new approaches that improve development effectiveness, increase adoption, and strengthen organizational capability

LMS/LXP Content Strategy & People Ops Partnership

Serve as the pillar's primary liaison to People Operations for all LMS/LXP needs - translating learning design intent into clear system requirements and ensuring People Ops can effectively configure, administer, and support the platform

Own LMS/LXP content governance - content standards and organization, naming conventions, metadata standards, and quality criteria; partner in LMS/LXP vendor selection and relationship management

Use the LMS/LXP to enter and manage content and communications; partner with People Ops on enrollments, reporting, and analysis

Education, Skills, and Experience

Bachelor's degree in Learning & Development, Instructional/Learning Design, Organizational Development, Human Resources, or related field

5–8 years of progressive experience in learning and development, instructional design, or learning experience design

Demonstrated experience designing end-to-end onboarding programs or significant employee lifecycle initiatives

Experience facilitating engaging workshops/learning experiences virtually, blended, and in person

Experience building and scaling programs, frameworks, or processes from the ground up in a high-growth or rapidly evolving hybrid or distributed environment

Strong instructional design skills and content development expertise, including building digital and blended learning, facilitator guides, participant materials, job aids, and toolkits

Demonstrated proficiency with content authoring, visual design, and learning technology tools

Strong consulting and stakeholder management skills, with the ability to diagnose learning needs and determine when learning is part of