About the Role:

At Gusto, the rapid evolution of work requires a dynamic, agile capability infrastructure. As artificial intelligence transforms technical and leadership skills quarter to quarter, our team members need to upskill and adapt seamlessly. To meet this demand, we are building an innovative, agile capability model and tech-forward development ecosystem that delivers blended learning experiences and modular enablement directly in the flow of work.

We are seeking a talent product leader to spearhead the design and development of our enterprise capability framework across both individual contributor and leadership tracks. In this high-impact, strategic role, you will architect the foundational engine for our Talent Development function. Beyond defining the capability model, you will manage the full product lifecycle of our learning solutions—from user discovery and MVP prototyping to shipping, scaling, and maintaining high-impact learning products. You will define the taxonomy that powers modular content, partner with learning technology teams to set system integration requirements, and shape high-potential and executive leadership criteria.

As a talent development leader, you will translate validated capability data into scalable standards, establishing a single source of truth across the organization. You will leverage strong cross-functional judgment, partnering directly with HR business partners and executive leaders to diagnose capability gaps, prioritize strategic investments, and build future-proof learning solutions. If you are a technical instructional designer or learning architect passionate about AI-forward enablement, modular learning design, and scaling capability infrastructure, this role offers a unique opportunity to drive transformation.

About the Team:

The Talent Development team acts as a strategic partner to the business, diagnosing capability needs and architecting systems that empower employees to build their best careers. We move beyond traditional programs to design the organizational conditions that create clarity, connection, and commitment. By partnering with HR and business leaders, we align learning directly to organizational strategy, using AI and design to embed development into the flow of work.

Here’s what you’ll do day-to-day:

• Agile Capability Framework & Taxonomy: Define the product roadmap for our capability framework, managing it as a live product that evolves based on user needs, performance data, and business strategy across individual contributor and leadership tracks, explicitly embedding AI-native competencies.
• Collaborative Learning Experience Design & Agile Delivery: Partner directly with content designers to co-create, build, and ship blended learning experiences, using iterative development cycles to continuously improve and scale solutions in response to evolving business needs.
• Modular Enablement Strategy: Establish the strategic vision for core enablement programs using a hub-and-spoke model, collaborating with curriculum designers and content leads to scale blended learning experiences.
• Modular Architecture & Content Governance: Own the architectural design for modular content and automated governance, establishing standards for chunking, tagging, and dynamically updating learning objects as source material or business needs evolve.
• Cross-Functional Data Validation & Prioritization: Partner closely with HR business partners and executive stakeholders to analyze skill data, validate capabilities, and align learning investments with core business goals.
• Tech-Forward & Workflow Integration: Collaborate with People Technology teams to write functional and technical requirements for the capability engine, productizing learning experiences natively within HR tech platforms and daily workflows.
• Enterprise Advisory & Capability Translation: Partner directly with executive and business leaders across the enterprise to proactively diagnose emerging capability needs, translating complex operational priorities into clear, accessible training and actionable guidance.

Here’s what we're looking for:

• Typically 8+ years of progressive experience in Talent Development, Learning Architecture, Technical Instructional Design, or Organizational Design, with a track record of building foundational programs from scratch.
• Ability to establish vision, guide strategic policy development, and architect agile solutions in real time amidst shifting business landscapes.
• Strong strategic judgment and cross-functional fluency, with proven ability to partner with HR business partners and executive leaders to translate complex organizational data into clear capability priorities.
• Expertise in technical instructional design and modular architecture—proficient in structuring, tagging, and object-oriented content design to ensure learning is evergreen, searchable, and adaptable.
• Passionate about leveraging AI and automation to streamline learning design processes and experienced in defining AI-native skills within capability frameworks.
• Exceptional relationship management skills, with a track record of driving strategic consensus across diverse business customers/users and partner teams.
• Thrives in fast-paced, high-growth environments with the agility to establish trusted, scalable learning infrastructure amidst rapid change.
• Experience designing and integrating content across various platforms (e.g., LMS/LXP systems, internal wikis, and workflow-embedded tools).
• Ability to instrument learning assets with data tracking to measure efficacy (e.g., click-through, completion, knowledge gain) and use those insights to iteratively optimize the content.
• Experience integrating generative AI or automation into the content production pipeline—not just as an outcome, but as a tool to speed up prototyping, drafting, or adaptive pathing.
• Proven experience with A/B testing and rapid prototyping, using clear data signals as the primary driver for ongoing content and experience iterations.

Our cash compensation amount for this role is $117,020/yr to $144,325/yr in Denver & most major metro locations, and $141,700/yr to $174,763/yr for San Francisco. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above.