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Physical Intelligence is seeking a Learning & Development Lead to own training and readiness for its robot operator workforce. This is a highly operational training role focused on designing and running systems that take new operators from candidate work trial through their first 30–60 days, with the goal of getting people productive quickly while maintaining high quality standards.
Key Responsibilities:
Operator Trials & Readiness: Own the operator work-trial program and ensure candidates are evaluated consistently. Maintain clear trial standards, evaluator guidance, and scoring criteria. Partner with recruiting and operations to continuously improve what the trial predicts about future operator success.
New-Hire Onboarding: Build and run onboarding from day one through the first 30–60 days. Define what an operator should know and be able to do at each stage of ramp. Create training plans, checklists, certification steps, and readiness milestones. Identify struggling operators early and create clear paths for remediation. Continuously improve time-to-productivity for new hires.
New Workflow Training: Partner with researchers and operations teams when new robot tasks, systems, or processes are introduced. Learn new workflows quickly and translate them into clear training materials and operating instructions. Design the rollout plan needed to train a large operator population quickly. Track who has been trained and verify that the training actually resulted in correct execution. Maintain consistency as training expands across shifts, teams, and locations.
Training Operations: Maintain a clear training calendar and ensure training happens when required. Coordinate trainers, operators, shift leads, and researchers. Keep training materials current as workflows change. Build repeatable processes so training does not depend on tribal knowledge. Track training completion, readiness, and performance metrics.
Continuous Improvement: Use operator performance data and feedback to identify gaps in training. Work with operations leaders to understand recurring quality or productivity issues. Determine whether problems are caused by training, instructions, process, tooling, or something else. Continuously simplify and improve how operators learn.
Requirements:
- Experience owning training, onboarding, or workforce development programs for hourly or frontline employees
- Demonstrated ability to get new employees productive quickly
- Experience building structured ramp programs with clear milestones and standards
- Strong operational organization and follow-through
- Ability to turn ambiguous or technical workflows into simple, teachable processes
- Comfortable managing trainers responsible for training large groups of people on new procedures under tight timelines
- Strong written and verbal communication
- Ability to work effectively with highly technical stakeholders, trainers, and frontline operators
- Comfortable in an environment where processes and requirements change frequently
- Uses data and observation to improve training rather than relying only on subjective feedback
- Experience in robotics is not required
