Learning Program Manager

As a Learning Program Manager at Superside, your main responsibilities include designing and implementing cutting-edge onboarding pathways, enhancing specific learning programs across various functions, developing programs that embody Superside’s culture, using data insights to measure and improve onboarding effectiveness, and fostering a sense of community in our remote-first environment.

To succeed in the Learning Program Manager role at Superside, you should have a proven background in program management, learning & development, or a related field. A deep understanding of adult learning principles, strong communication skills, experience with learning technologies, and a creative mindset that pushes conventional boundaries are essential.

Superside approaches onboarding as a transformative experience. Our Learning Program Manager will design pathways that not only guide new hires through their roles but also instill our values and encourage community building, ensuring every new team member feels welcomed and valued from their first day.

Superside fosters a vibrant and inclusive workplace culture that thrives on creativity, collaboration, and belonging. Our fully remote team spans across over 57 countries, bringing diverse perspectives that enrich our community, making it an inspiring place for new hires to grow and excel.

Absolutely! At Superside, we value continuous learning and development not only for our team members but also within our roles. As a Learning Program Manager, you’ll have the chance to innovate, refine processes, and grow alongside the company, enhancing your expertise in a rapidly evolving field.

As a Learning Program Manager at Superside, you will work with various learning technologies aimed at enhancing onboarding experiences. This includes automation tools, AI-driven insights for data analysis, and other innovative technologies designed to streamline processes while preserving a human touch.

Superside ensures a smooth onboarding process by designing scalable, personalized learning modules that cater to our new hires’ specific needs. We actively seek feedback and utilize data-driven insights to continually iterate and improve the onboarding experience, ensuring that it remains relevant and effective.

In your response, focus on specific onboarding programs you've created, highlighting the objectives, processes, and key outcomes. Explain how you tailored the program to fit the company's culture and values, showing a case study or measurable success indicators to back your experience.

Discuss the metrics you use to evaluate the effectiveness of onboarding programs, such as completion rates, feedback scores, and time-to-productivity. Share examples of how you've adjusted programs based on these evaluations to continually enhance the experience for new hires.

Share specific initiatives or activities you've implemented to build community, such as regular check-ins, team-building exercises, or virtual social events. Highlight how these efforts contribute to team engagement and a sense of belonging, especially in a remote-first setting.

Choose a relevant challenge you've encountered and outline the problem, your approach to developing a solution, and the outcome. This shows your problem-solving skills and ability to adapt in dynamic environments, particularly in relation to onboarding challenges.

Explain your approach to collecting and analyzing feedback from new hires. Include methods such as surveys, interviews, or focus groups, and detail how you implement changes based on this feedback to enhance the onboarding experience.

Discuss your familiarity with various onboarding technologies and how you leverage them to facilitate efficient and engaging processes. Mention specific tools you've used and the benefits they provided in terms of automation and enhancing learning experiences.

Describe your strategies for embedding company culture in your onboarding processes. This could include incorporating core values into training materials, engaging new hires in cultural activities, or showcasing examples of cultural behaviors from existing team members.

Share your understanding of adult learning principles such as self-directed learning, relevance, and experiential learning. Provide examples of how you've applied these principles in your previous programs to cater to adult learners effectively.

Discuss your communication strategies for keeping stakeholders informed and engaged throughout the onboarding process. Mention how you gather input from stakeholders, set clear expectations, and ensure alignment with organizational goals.

Talk about innovative techniques you've implemented, such as gamification, virtual reality training, or micro-learning modules. Provide examples of how these techniques improved engagement and learning outcomes for new hires.