{"id":2795466,"url":"https://alion.io/job/microsoft-training-manager-ai-experiences","title":"Training Manager, AI Experiences","company":{"id":18,"name":"Microsoft","domain":"microsoft.com","url":"https://alion.io/company/microsoft","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Eightfold","truth_index":{"grade":"B","score":75,"open_postings":157,"ghost_share":0,"stale_share":0.987,"repost_share":0,"time_to_fill_p50_days":28,"computed_at":"2026-10-17T05:46:00Z"}},"role":"HR","role_family":"HR","seniority":"staff","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Mountain View, United States","Washington, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":97600,"max":188400,"currency":"USD","period":"year","gross":null,"usd_annual":188400},"salary_estimate":null,"experience_years_min":10,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Copilot","optional":false}],"status":"live","first_seen_at":"2026-08-25T21:40:26Z","employer_posted_date":"2026-08-26","last_verified_at":"2026-10-18T08:23:07Z","board_verified":true,"closed_at":null,"days_open":53,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":53},"description":"OverviewMicrosoft 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.\nAIX 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.\nYour 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.\nAt 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.\nAI 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.\nResponsibilities\nOwn the AIX learning strategy and curriculum\nRun recurring needs analysis to find capability gaps, and prioritize what to build against business impact.\n\nDesign 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.\n\nMaintain a single discoverable home for AIX learning content, and retire material that is stale rather than letting it quietly mislead people.\n\nPrepare managers for their people responsibilities\nBuild and run manager enablement across the annual people cycle: Connects and impact conversations, Rewards recommendations, calibration and People Discussions, promotions, and Rewards Snapshot conversations.\n\nTime 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.\n\nPartner with HR to localize corporate manager guidance for how AIX operates, track readiness, and follow up with leaders whose teams are behind.\n\nTrain DRIs and planning practitioners\nOwn 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.\n\nOwn 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.\n\nPartner 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.\n\nBuild AI fluency across the organization\nEstablish 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.\n\nRun 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.\n\nKeep guidance current as tooling changes, align it to Microsoft's Responsible AI principles, and measure applied adoption rather than session attendance.\n\nOwn required corporate training compliance for AIX\nOwn AIX completion of mandatory training, including Standards of Business Conduct and the Trust Code, security foundations, privacy, and role-based requirements.\n\nMaintain 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.\n\nGet new hires and transfers into required training promptly in partnership with the onboarding lead, and keep leadership current on standing and risk.\n\nSpearhead the Aspire program for university hires\nOwn 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.\n\nWork 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.\n\nBuild 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.\n\nScale delivery and measure what matters\nScale 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.\n\nDefine 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.\n\nApply AI-assisted tooling to content drafting, needs analysis, feedback synthesis, and reporting. We draft with AI and decide as humans.\n\nEmbody our culture and values.\n\nQualifications\nRequired/Minimum Qualifications\nBachelor'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.\n\nAdditionalor Preferred Qualifications\nBachelor's degree AND 10+ years of experience in learning and development, enablement, or training program management OR equivalent experience.\n\nDemonstrated experience building curriculum from needs analysis through design, delivery, and measurement for a large, distributed audience.\nExperience delivering training in a technical or engineering environment, including working with subject matter experts to turn their knowledge into repeatable material.\nExcellent written and verbal communication, including the ability to explain complex processes and tools clearly to audiences with widely varying starting knowledge.\nExperience establishing a learning function where none formally existed, including defining scope, standards, and measurement.\n\nFormal 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.\n\nExperience building manager enablement around performance, compensation, or talent cycles in partnership with HR.\n\nExperience driving adoption and enablement for an internal platform or system of record, in partnership with the product team behind it.\n\nExperience building AI fluency programs or communities of practice, with a demonstrated commitment to responsible AI use.\n\nExperience owning compliance training completion for a large organization, including reporting, escalation, and audit readiness.\n\nFamiliarity with Viva Learning or comparable learning platforms, and experience supporting early-career or university hire programs.\n\nAbility to influence senior leaders without direct authority in a large, matrixed environment, with a strong bias for action.\n\nBusiness Management IC4 - The typical base pay range for this role across the U.S. is USD $97,600 - $188,400 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $125,000 - $206,400 per year.\nCertain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:\nhttps://careers.microsoft.com/us/en/us-corporate-pay\nBusiness Management IC5 - The typical base pay range for this role across the U.S. is USD $116,900 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $148,400 - $222,600 per year.\nCertain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:\nhttps://careers.microsoft.com/us/en/us-corporate-pay\nThis position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.\nMicrosoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. 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