Edtech.com's Summary

Clipboard Health is hiring a Learning & Development Lead. This role involves managing a team to create a training culture that aligns with company values, focusing on onboarding, upskilling, and coaching. The leader will ensure these values translate into everyday behaviors such as empathy, judgment, and excellence.

Highlights

Lead the L&D team in developing onboarding and coaching programs.
Experience in L&D with at least 3 years of team management required.
Develop strategies to improve support outcomes and team performance.
Responsible for creating feedback loops to enhance team operations.
Design systems for real-time improvement and excellence.
Compensation is competitive.
Position offers 100% remote work.
Unlimited vacation included.

Learning & Development Lead Full Description

Learning & Development Lead (US)

Remote

Why Clipboard Health Exists:

We exist to lift as many people up the socioeconomic ladder as possible. We dramatically improve lives by letting healthcare professionals turn extra time and ambition into career growth and financial opportunity. We achieve this with our app-based marketplace that connects healthcare facilities and healthcare professionals, allowing professionals to book on-demand shifts and facilities to access on-demand talent.

About Clipboard Health:

Clipboard Health is a fast-growing Series C marketplace. We are a leader in our Long Term Care vertical and are expanding into several others (Dental Offices, Schools, etc).
We are a YC Top Company with a global, remote team of 600+ people. We have been profitable since 2022, and fill millions of shifts annually at partner workplaces across the US, where tens of thousands of professionals work with us every year.

We are looking for your help to keep growing so we can serve more professionals and workplaces.

To learn more about us, take a look at our website here.

📍 Where? All across the United States - this is a 100% remote position.

Worker Operations is hiring a Learning & Development Lead to build the kind of training culture most companies only talk about. You’ll manage a team focused on one goal: turning core company values into actual behavior, fast, consistently, and at scale. If you’re energized by coaching, raising the bar, and shipping training that changes how people actually perform, keep reading

Why This Role, Why Us

If you want to own more than a calendar of training sessions and instead lead the team responsible for shaping how a high-velocity company develops talent this is your platform. You'll have autonomy, scope, and accountability. We move fast. We fix what doesn’t work. And we believe great learning systems are strategic infrastructure.

This role exists to build the team that teaches:

Empathy as default
Judgment as instinct
Excellence as baseline

What You & Your Team Will Own

Lead the L&D team to build onboarding, upskilling, and coaching programs that make our values practical, measurable, and repeatable.
Develop managers and agents to deliver world-class service with empathy, curiosity, and critical thinking.
Turn values into actions making speed, ownership, and feedback part of everyday behavior across Worker Operations.
Design coaching systems that drive real-time improvement and reinforce excellence across teams.
Create feedback loops that identify gaps quickly, test solutions fast, and measure performance with precision.
Raise the standard not just for what people know, but how they show up. Every day.

What You Bring

5+ years in L&D, enablement, or adjacent fields, with 3+ years managing a team
Experience running programs that cut ramp time, improve support outcomes, or materially shift how people show up in their roles
Clear, direct writing; your training documentation reads like a decision-maker wrote it
A portfolio of systems or programs you’ve built, led, and iterated based on measurable feedback
Comfort working in high-autonomy, fast-iteration environments where speed is rewarded and weak execution is corrected quickly
A mindset grounded in data, direct observation, and practical behavior change, not theory

This role is not for you if you:

Think training is just about knowledge transfer, not performance change
Avoid hard conversations about less than excellent execution
Prefer working from secondhand insights instead of listening to calls and talking to customers
Wait for direction instead of finding the next critical problem and owning it

What We Offer:

Competitive compensation
100% remote work
Unlimited vacation

Original Job Description

Learning & Development Lead (US)

Remote

Why Clipboard Health Exists:

About Clipboard Health:

📍 Where? All across the United States - this is a 100% remote position.

Why This Role, Why Us

This role exists to build the team that teaches:

Empathy as default
Judgment as instinct
Excellence as baseline

What You & Your Team Will Own

Lead the L&D team to build onboarding, upskilling, and coaching programs that make our values practical, measurable, and repeatable.
Develop managers and agents to deliver world-class service with empathy, curiosity, and critical thinking.
Turn values into actions making speed, ownership, and feedback part of everyday behavior across Worker Operations.
Design coaching systems that drive real-time improvement and reinforce excellence across teams.
Create feedback loops that identify gaps quickly, test solutions fast, and measure performance with precision.
Raise the standard not just for what people know, but how they show up. Every day.

What You Bring

5+ years in L&D, enablement, or adjacent fields, with 3+ years managing a team
Experience running programs that cut ramp time, improve support outcomes, or materially shift how people show up in their roles
Clear, direct writing; your training documentation reads like a decision-maker wrote it
A portfolio of systems or programs you’ve built, led, and iterated based on measurable feedback
Comfort working in high-autonomy, fast-iteration environments where speed is rewarded and weak execution is corrected quickly
A mindset grounded in data, direct observation, and practical behavior change, not theory

This role is not for you if you:

Think training is just about knowledge transfer, not performance change
Avoid hard conversations about less than excellent execution
Prefer working from secondhand insights instead of listening to calls and talking to customers
Wait for direction instead of finding the next critical problem and owning it

What We Offer:

Competitive compensation
100% remote work
Unlimited vacation

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Edtech.com's Summary

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