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.

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