Onboarding & Learning Program Manager

About the Role: As the Onboarding & Learning Program Manager for Manufacturing, you’ll partner with leaders and partner teams to develop outstanding onboarding and learning experiences across Crusoe’s four manufacturing sites in Arvada and Brighton, Colorado; Tulsa, Oklahoma; and Ponchatoula, Louisiana. At each site, delivering great onboarding and learning experiences require close coordination across multiple teams—including Manufacturing leaders, Safety, Workplace, Technical Training, IT, People/HR, Recruiting, and local partners. You’ll be the central point of contact who brings those pieces together, ensuring teams are aligned, and each program runs smoothly. You’ll be deeply embedded in our Manufacturing organization. You’ll build relationships with site leaders, managers, frontline employees, and the teams that support them; understand the realities of working at each site; and serve as an advocate and voice for the Manufacturing new hire and employee experience. This is a highly hands-on role. You’ll help organize and facilitate onboarding and training sessions, coordinate stakeholders, troubleshoot issues in real time, support administration and program operations, and continuously improve the programs and processes behind the experience. What You'll Be Working On: Onboarding Facilitation of onboarding and learning sessions, in coordination with centralized Learning & Development team Coordinate the onboarding and learning experiences across Crusoe’s Manufacturing sites in Arvada, Brighton, Tulsa and Ponchatoula Ensure facilitators and participants across partner teams are prepared for each session (e.g., IT, Safety, Workplace, Technical Training, site tour leaders, and more) Provide hands on support for onboarding and training sessions, including room set up and welcoming new hires and employees Learning & Development Own the CI learning strategy. Build and run a multi-year development roadmap for Crusoe Industries across all four sites. Tie it to production, safety, retention and workforce growth goals, and get Manufacturing leadership to sign off on it. Diagnose before you build. Run needs analyses with site leaders, using turnover, safety, quality and engagement data. Turn what you find into ranked investments, and recommend what not to build. Design and build programs from scratch. Create new learning experiences where none exist, such as frontline leader development, lead-to-supervisor transitions and skills pathways. Don’t just adapt corporate content. Adapt the enterprise manager curriculum for manufacturing. Own how Trailhead, Manager Bootcamp, SLII, DiSC and Working Genius work in a shift-based, frontline setting. Decide what to keep, change or replace, and set standards the central L&TD team adopts. Facilitate sessions across all manufacturing sites. Measure business impact, not attendance. Set success metrics for each program, such as time-to-productivity, first-year retention, promotion readiness and safety incidents. Report results to Manufacturing and People leadership, and change course based on what you see. Advise site and Manufacturing leaders. Act as the trusted adviser on team effectiveness, leadership gaps and capability building. Push back and change leaders’ priorities when the data says to. Shape the wider L&TD agenda. Represent manufacturing in L&TD strategy decisions. Influence enterprise programs, vendor choices and budget so they work for an operational workforce. Build capacity that scales. Develop a bench of internal facilitators and subject-matter experts across sites, with train-the-trainer models, so delivery doesn’t depend on you being in the room. Strategic Partnerships Serve as an advocate and voice for Manufacturing employees and leaders, bringing their needs and experiences into broader onboarding and learning programs, processes, and decisions Partner with Manufacturing Technical Training team to develop measurement techniques to measure capabilities, identify gaps, and continuously improve our programs Assess talent development needs on the ground and surface insights back to the L&TD team What You'll Bring to the Team: 5-7+ Years of L&D Leadership: Proven track record in Learning & Development, Organizational Development, or Instructional Design, with explicit experience scaling manager and onboarding programs inside manufacturing or industrial organizations. Strong program and project management skills, with the ability to coordinate multiple sites, cohorts, stakeholders, dependencies, and deadlines. Highly organized and detail-oriented, with an appreciation for the operational and administrative work required to deliver a seamless employee experience. Skilled at building relationships, creating alignment, and moving work forward across teams without direct authority. Comfortable troubleshooting in real time and navigating the unexpected in a fast-moving environment. Ability and enthusiasm to travel regularly across Crusoe’s Manufacturing sites. Comfortable delivering facilitation and training to diverse audiences, including frontline and operational workforces. Bachelor's degree or equivalent experience; non-traditional backgrounds welcome Comfort with ambiguity and with volume. You will inherit live programs with incomplete documentation and that may not have clean handover. Low ego, high drive. You will book the room, and you will also redesign the process that required the room. Must be based in or willing to relocate to Brighton, CO; this is an on-site role Bonus Points: Certified trainer in SLII, Working Genius, DiSC Benefits: Competitive compensation and equity packages Restricted Stock Units Paid time off, paid holidays & leave of absence programs Comprehensive health, dental & vision insurance Employer contributions to HSA account Paid parental leave Paid life insurance, short-term and long-term disability Professional development & tuition reimbursement Mental health & wellness support Commuter benefits (parking & transit) Cell phone stipend 401(k) Retirement plan with company match up to 4% of salary Volunteer time off Global travel insurance & emergency assistance Daily meals allowance Additional perks & programs specific to location Compensation Range Compensation will be paid in the range of up to $90,000 – $110,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data. Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation. #J-18808-Ljbffr ProducePay