Responsibilities
- be the force multiplier that gets them to mastery faster than anyone thinks is possible.
- build Valon's learning infrastructure from the ground up.
- design, ship, measure, and iterate on the programs and tooling that accelerate how people learn at Valon — starting with onboarding, then expanding into manager development, continuous skill growth, and eventually the full employee learning experience.
- Own new hire onboarding end-to-end (not just content).
- Design the full onboarding journey — "moments that matter," role-relevant tracks, and what good looks like at each stage.
- Make onboarding meaningful across populations, partnering with department leads.
- Ensure someone can explain and apply core mortgage servicing + Valon concepts faster.
- Build the Deployment ramp pathway as the first deep dive.
- Partner with deployment leaders and domain experts to extract knowledge and turn it into teachable artifacts.
- Create practice loops for the parts of deployment that are not naturally verifiable.
- Build certifications / verification where appropriate (what "mastery" means, how it is demonstrated).
- Orchestrate the system, not just facilitate sessions.
- Create the structure, formats, and delivery mechanisms so experts can plug in.
- Over time, take more lift off leaders by being the "client" for learning: you drive the plan, the standards, and the iteration.
- Measure ramp effectiveness and iterate quickly.
- Define and track the KPI: time-to-ramp / time-to-mastery by role.
- Instrument leading indicators (adoption, practice frequency, completion of verification steps) and lagging indicators (performance outcomes).
- Manager development: build pathways that create great managers — including, over time, an AI-powered "manager coach" (we've called this the "world's best boss" bot).
- Cross-functional ramp: when someone moves to a new domain or product area, they go through a version of the same mastery system. It's not just for new hires — it's for anyone learning something new.
- Performance + feedback systems enablement: partner with People leaders to operationalize how feedback is taught, practiced, and reinforced.
- Continuous learning loops: ongoing drills, refreshers, and systems that stay current as Valon evolves.
- Certification programs: expand the verification model beyond deployment as needed.
Requirements
- Obsessed with how people learn. You think in pathways, practice loops, and behavior change — not slide decks and lunch-and-learns.
- A systems builder. You can design programs that scale via templates, standards, and tooling. You see AI as the delivery surface, not a buzzword.
- High ownership. Accountable for outcomes by date. You fix whatever is required to deliver.
- Comfortable in deep ambiguity. The environment changes; your job is to create clarity and systems anyway. The scope will evolve — and that excites you.
- A strong operator who partners well. You can pull context from domain experts and turn it into usable, teachable artifacts. You're the "client" for learning — you drive the plan.
- A clear writer and communicator. High-signal documentation, workshops when needed, and the ability to make complex things simple.
- Experience in regulated industries, or a demonstrated ability to learn dense domain context quickly.
- Experience building certification/verification programs.
- Familiarity with automation/no-code tools and rapid prototyping.
Nice to Have
- Background that's non-traditional for L&D (education, product, enablement, EdTech) — we care about learning obsession and building instinct over pedigree.
Additional Information
- Throughout the interview process, please remember that emails will only be from valon.com email addresses. We will never ask for any personally identifiable information during the interview process itself. Please reach out to talent@valon.com if you have any requests to verify the authenticity of an outreach.
- Valon is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. Valon makes hiring decisions based solely on qualifications, merit, and business needs at the time.
