Product Manager, Talent Development & Learning Technology Experience & Adoption

The Product Manager, Talent Development & Learning Technology is part of the HR Technology organization. They own the entire internal technology product ecosystem. This role combines product management, talent development strategy, adoption leadership, and operational excellence. It ensures learning platforms remain stable, scalable, and integral to employee skill growth. This role acts as the single-threaded owner for technology outcomes—driving adoption, efficiency, platform reliability, and measurable business impact—while engaging closely with the Talent Development function, People Operations, Tech Support, Compliance, and Product teams. A balanced vision and strategy ownership with hands-on operational stewardship, ensuring that innovation never comes at the expense of stability. We deliver value when employees and leaders adopt technology. It is operationally reliable at enterprise scale and efficient for administrators and customers. The technology is coordinated across HR, talent, and efficiency systems. This role unifies responsibilities that are often split across product, adoption, and operations—creating clear accountability for learning technology success as a business capability. Core Accountabilities Product Vision & Learning Capability Strategy Own the 1–3 year Technology Capability Roadmap, aligned to workforce, skills, and professional development approach Translate business and talent priorities into platform capabilities, integrations, and experience improvements Perform responsibilities of the enterprise product owner for the talent and learning ecosystem (LMS/LXP, integrations, automation, analytics) Serve as the internal Customer Zero champion, influencing roadmaps through enterprise usage insights Evangelize and share user stories, providing product feedback, opportunities, and improvements Own and drive technology evaluations and software optimization Adoption, Experience & Change Enablement Define and own adoption and engagement outcomes (e.g., active learners, feature utilization, pathway completion) Drive awareness, activation, and sustained usage of platforms and capabilities Collaborate with Talent Development and HRBPs to build a seamless experience into manager and team rhythms Ensure learner journeys are intuitive, role-relevant, and friction‑reduced Ecosystem Integration & Technology Enablement Partner with architects and IT to ensure technologies function as a connected ecosystem Prioritize integrations across HRIS, skills platforms, content providers, identity systems, and efficiency tools Ensure data flows support compliance, analytics, and workforce insights Influence architectural decisions to reduce manual effort and technical debt Cross‑Functional Leadership & Governance Act as the primary point of accountability across Talent Development, HR Tech, IT, Compliance, Security, and vendors Lead prioritization and tradeoff discussions across user acceptance, experience, and technology investments Establish and maintain governance forums, decision rights, and intake processes Communicate roadmap progress, risks, and outcomes to internal partners Key Responsibilities Define product vision, success metrics, and roadmap for technology capabilities Lead quarterly roadmap and performance reviews with internal customers, collaborators, and partners Own product release functionality, prioritizing the biggest impact features for internal users Drive release planning, testing strategy, rollout communications, and post‑release validation Ensure operational readiness for launches (documentation, training, support alignment) Partner with operations and admin teams to continuously improve efficiency and reduce friction Champion data‑driven decision-making using adoption, experience, and performance insights Find opportunities to automate, simplify, or retire low‑value processes and tools Manage general run the business and day-to-day priorities across technologies, int ... (truncated, view full listing at source)