Training Manager, AI Experiences

Microsoft AI Experiences (AIX) builds the end-user AI experience at Microsoft, spanning Copilot, Search, Browser, Content, Commerce, and Monetization. AIX is roughly 7,000 people working from core hubs in Redmond, Mountain View, and New York City, engineering centers across India and China, and established teams in Vancouver, San Francisco, Barcelona, Cairo, and other locations. The organization moves quickly and ships on a fast, high-visibility rhythm. 

AIX Ops keeps the organization running so engineers can focus on their core work. We are looking for a Training Manager to own learning and enablement for AIX end to end. Today our training happens in pockets: a recording here, a one-off session there, tribal knowledge passed between people who happen to sit near each other. Some people are expert users of our planning system and our AI tooling, others have never been shown the basics, and that gap costs the organization real time every cycle. You will replace it with a deliberate learning function built from actual needs analysis, delivered in formats people will use, and measured on whether behavior changed rather than whether a course was completed. 

Your scope covers the capabilities this organization depends on: managers ready for the Rewards and Connect cycle, DRIs who know what is expected and how to deliver it, planning practitioners fluent in Atlas, an org getting compounding value from AI tooling, university hires accelerating through Aspire, and full compliance with Microsoft's required training. You will influence far more people than you direct, partnering across HR, the AIX employee experience and onboarding team, the Atlas product team, Communications, pod Chiefs of Staff, and subject matter experts throughout engineering. 

At Microsoft, our mission (to empower every person and every organization on the planet to achieve more) guides how we partner with customers to deliver trusted, impactful solutions. With a growth mindset culture, we innovate responsibly and measure success by shared progress with our people, teams, and customers. 

AI Experiences employees who live within a 50- mile commute of a designated Microsoft Hub in the U.S. are expected to work from the office at least four days per week. This expectation is subject to local law and may vary by jurisdiction.

Own the AIX learning strategy and curriculum 

• Run recurring needs analysis to find capability gaps, and prioritize what to build against business impact. 

• Design role-based learning paths for engineers, program managers, DRIs, managers, and new hires, favoring short, applied, just-in-time content over long courses people postpone. 

• Maintain a single discoverable home for AIX learning content, and retire material that is stale rather than letting it quietly mislead people. 

Prepare managers for their people responsibilities 

• Build and run manager enablement across the annual people cycle: Connects and impact conversations, Rewards recommendations, calibration and People Discussions, promotions, and Rewards Snapshot conversations. 

• Time enablement to the actual calendar so managers are ready before each gate, and give new managers a dedicated path covering impact assessment and difficult conversations. 

• Partner with HR to localize corporate manager guidance for how AIX operates, track readiness, and follow up with leaders whose teams are behind. 

Train DRIs and planning practitioners 

• Own DRI enablement: what a DRI is accountable for, how missions and success metrics are written, how milestones and dependencies are maintained, and what "done" looks like at each point in the cycle. 

• Own Atlas enablement from a getting-started path through advanced training on resource allocation, ownership, expertise data, and reporting. Build tiered paths and run office hours around cycle milestones to close a proficiency gap that today spans power users and first-time users. 

• Partner with the Atlas product team so enablement keeps pace with the tool, and treat planning data quality as the success measure: this is working when mission sheets, dependencies, and staffing data arrive complete and on time without a chase campaign. 

Build AI fluency across the organization 

• Establish and broadly share best practices for using AI tooling in daily work, with practical patterns, worked examples from real AIX work, and honest guidance on where these tools help and where they do not. 

• Run an AI champions network that surfaces techniques from across the org and spreads what works, with discipline-specific material for engineering, program management, design, and business roles. 

• Keep guidance current as tooling changes, align it to Microsoft's Responsible AI principles, and measure applied adoption rather than session attendance. 

Own required corporate training compliance for AIX 

• Own AIX completion of mandatory training, including Standards of Business Conduct and the Trust Code, security foundations, privacy, and role-based requirements. 

• Maintain completion visibility across every pod and site through Viva Learning and connected reporting, and drive completion ahead of deadlines through targeted communications and manager escalation so AIX never appears as a compliance gap. 

• Get new hires and transfers into required training promptly in partnership with the onboarding lead, and keep leadership current on standing and risk. 

Spearhead the Aspire program for university hires 

• Own the AIX Aspire experience for university, MBA, and other early-in-profession hires, treating it as a company-sponsored investment rather than optional extracurricular activity. 

• Work with managers to protect Aspire learning time, roughly 8 to 9 hours per month plus multi-day in-person experiences, and set the expectation that business activity moves around it rather than the reverse. 

• Build the AIX layer on top of the corporate curriculum: local cohort community, executive connections with AIX leaders, peer mentoring, and exposure across pods rather than isolation within one team. 

Scale delivery and measure what matters 

• Scale past what one person can deliver through train-the-trainer models, a subject matter expert network, and self-serve content others can run without you. 

• Define success measures that go beyond completion to behavior change and business outcome: time to productivity, planning data quality, manager readiness, tool adoption, and learner confidence. Report the portfolio to leadership and retire what is not earning its place. 

• Apply AI-assisted tooling to content drafting, needs analysis, feedback synthesis, and reporting. We draft with AI and decide as humans. 

• Embody our culture and values. 

Required/Minimum Qualifications 

• Bachelor's degree in Business, Education, Communications, Human Resources, Organizational Development, or related field AND 4+ years of experience in learning and development, technical or professional training, enablement, or program management with a substantial training component OR equivalent experience. 

Additional or Preferred Qualifications 

• Bachelor's degree AND 10+ years of experience in learning and development, enablement, or training program management OR equivalent experience. 

• Demonstrated experience building curriculum from needs analysis through design, delivery, and measurement for a large, distributed audience. 
• Experience delivering training in a technical or engineering environment, including working with subject matter experts to turn their knowledge into repeatable material. 
• Excellent written and verbal communication, including the ability to explain complex processes and tools clearly to audiences with widely varying starting knowledge. 

• Experience establishing a learning function where none formally existed, including defining scope, standards, and measurement. 

• Formal grounding in instructional design and adult learning, such as ADDIE, 70-20-10, or Kirkpatrick evaluation, and a track record of measuring training beyond completion rates. 

• Experience building manager enablement around performance, compensation, or talent cycles in partnership with HR. 

• Experience driving adoption and enablement for an internal platform or system of record, in partnership with the product team behind it. 

• Experience building AI fluency programs or communities of practice, with a demonstrated commitment to responsible AI use. 

• Experience owning compliance training completion for a large organization, including reporting, escalation, and audit readiness. 

• Familiarity with Viva Learning or comparable learning platforms, and experience supporting early-career or university hire programs. 

• Ability to influence senior leaders without direct authority in a large, matrixed environment, with a strong bias for action.