# Learning & Development Lead, Operations at Physical Intelligence

Learning & Development Lead, Operations at Physical Intelligence in San Francisco. On-site, full-time. Posted October 15, 2026.

- Company: Physical Intelligence
- Location: San Francisco
- Workplace: On-site
- Job type: Full-time
- Posted: 2026-10-15
- Apply: https://jobs.ashbyhq.com/physicalintelligence/c6dd5186-089c-4b70-bb88-f08d96541b0c/application
- Source: https://jobmagic.ai/jobs/learning-development-lead-operations-physical-intelligence-8rdtar

## 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, who are responsible for training large groups of people on new procedures under tight timelines.
- Strong written and verbal communication.
- Able to work effectively with both highly 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.

## Description

**Learning & Development Lead — OperationsRole Overview**
The Learning & Development Lead owns training and readiness for Physical Intelligence's robot operator workforce.
This person is responsible for designing and running the systems that take a new operator from candidate work trial through their first 30–60 days, with the goal of getting people productive quickly while maintaining a high quality bar.
They also own ongoing training as the work changes. When researchers introduce new robot workflows, tasks, tools, or operating procedures, the Learning & Development Lead translates those changes into training that can be rolled out quickly and consistently across the operation.
This is a highly operational training role. We are looking for someone who has built or owned training programs for hourly or frontline employees and knows how to turn complex work into a simple, repeatable learning process.

**ResponsibilitiesOperator Trials & Readiness**

- 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 what the trial predicts about future operator success.

**New-Hire Onboarding**

- Build and run onboarding from day one through the first 30–60 days.

- Define what an operator should know and be able to do 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 time-to-productivity for new hires.

**New Workflow Training**

- 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 the rollout plan needed to train a large operator population quickly.

- Track who has been trained and verify that the training actually resulted in correct execution.

- Maintain consistency as training expands across shifts, teams, and locations.

**Training Operations**

- Maintain a clear training calendar and ensure training happens when required.

- Coordinate trainers, operators, shift leads, and researchers.

- Keep training materials current as workflows change.

- Build repeatable processes so training does not depend on tribal knowledge.

- Track training completion, readiness, and performance metrics.

**Continuous Improvement**

- Use operator performance data and feedback to identify gaps in training.

- Work with operations leaders to understand recurring quality or productivity issues.

- Determine whether problems are caused by training, instructions, process, tooling, or something else.

- Continuously simplify and improve how operators learn.

**What We're Looking For**

- 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, who are responsible for training large groups of people on new procedures under tight timelines.

- Strong written and verbal communication.

- Able to work effectively with both highly 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.

*Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.*