Senior Manager, Enterprise Learning & Development

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Who we are:

Shape a brighter financial future with us.

Together with our members, we’re changing the way people think about and interact with personal finance.

We’re a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we’re at the forefront. We’re proud to come to work every day knowing that what we do has a direct impact on people’s lives, with our core values guiding us every step of the way. Join us to invest in yourself, your career, and the financial world.

The role

SoFi’s People organization is seeking an experienced learning leader with a builder mindset to establish and scale our enterprise Learning and Development function from the ground up. In this hands-on, strategic role you’ll: define our operational structure, build our technical foundations, and own the governance required to support a federated learning ecosystem.

Partnering closely with cross-functional business units such as people business partners, performance management, onboarding and employee experience, you will translate complex organizational and business needs into high-impact employee development solutions.

What you’ll do

Build Enterprise L&D Capability & Strategy

• Define and execute an enterprise-wide learning strategy focused on core employee skill building and continuous development.
• Support the building of L&D frameworks, tools, and quality standards from the ground up to establish consistency and scale across the organization.
• Create operational structure, guidelines, and decision rights for determining when Enterprise L&D leads, partners, or enables business-unit initiatives.

Cross-Functional & Stakeholder Collaboration

• Build strong consulting partnerships with People Business Partners and leaders across corporate functions to identify skill gaps and capability needs.
• Consult on complex learning and performance needs, and identify where learning can meaningfully improve business outcomes.
• Interface effectively with specialized, embedded learning teams (e.g., Tech, Operations, Risk & Compliance) to align tools and vendor usage without overriding domain-specific programs.
• Centralize and streamline enterprise learning vendor management, evaluating third-party content and tool investments to maximize efficiency.

Employee Development & Skill Building

• Design, implement, and iterate on scalable learning pathways and performance enablement solutions that drive employee growth and behavior change.
• Partner with functional subject-matter experts to curate and develop relevant content tailored to evolving business priorities.

LMS Technical Ownership & Platform Strategy

• Serve as the strategic owner for the enterprise LMS platform (e.g., Workday Learning) and surrounding learning tech ecosystem.
• Lead LMS replatforming and configuration efforts, enabling embedded business learning teams to leverage the platform effectively for assignment, tracking, and delivery.
• Utilize learning analytics, tracking data, and learner feedback to measure program impact, optimize delivery, and inform platform enhancements.

What you’ll need

• Experience: 9+ years of progressive L&D experience, with a track record of building or transforming an enterprise learning capability from scratch.
• LMS & Technical Expertise: Deep technical proficiency with enterprise LMS platforms (Workday Learning a plus).
• Employee Development Focus: Expertise in adult learning theory, skill taxonomy design, and instructional design for broad employee populations.
• Stakeholder Management: Strong consulting and influence skills, with proven success navigating cross-functional matrixed environments and federated structures.
• Builder Mindset: Comfort navigating ambiguity, setting priorities in fast-paced environments, and moving fluidly between strategic planning and hands-on execution.