The posting, in Revolution Medicines's own words
archived Nov 3, 2026Revolution Medicines is a global, commercial-state oncology company dedicated to discovering, developing and delivering innovative medicines for patients with RAS-addicted cancers. Leveraging its differentiated RAS(ON) tri-complex inhibitor platform, the company is advancing a broad, integrated portfolio of oral RAS(ON) inhibitors designed to directly target the active, cancer-driving state of RAS. Founded on rigorous scientific inquiry and a willingness to challenge long-held assumptions, Revolution Medicines is committed to changing the trajectory of disease for patients with RAS-addicted cancers worldwide. Our people are united by a shared way of working: follow the science, challenge assumptions, act with urgency and hold ourselves to a high standard of rigor—all in service of patients.
The Opportunity:
Revolution Medicines is scaling rapidly, with an established U.S. presence and 10 recently established entities outside the United States, with further expansion ahead. This growth brings increasing complexity in learning requirements, employee populations, regional needs, and the systems and partnerships needed to support them. We are seeking a Director, Corporate Learning Management Systems to lead the strategy, governance, and operations of our enterprise learning technology ecosystem. Reporting to the Senior Director, Corporate Learning and Development, this leader will own the business strategy, governance, and operational standards for Workday Learning as RevMed's core enterprise non-GxP learning management system and provide strategic oversight for Sana Learning, LinkedIn Learning, and other connected learning platforms. Deep, hands-on Workday Learning expertise and close collaboration with Corporate L&D, People Operations & Technology, IT, and functional and regional training partners will help make required training and developmental learning easier to assign, complete, track, and improve. The role combines strategic direction with accountability for reliable daily operations and requires sound judgment, resilience, and flexibility as business needs and organizational structures evolve. Working across a learning ecosystem means creating an effective learner experience between Workday Learning for non-GxP learning, Veeva Vault for GxP learning, connected content providers such as LinkedIn Learning, Emtrain, and ComplianceWire, and specialized learning or documentation platforms such as ACTO, Veeva PromoMats, HoxHunt, and Vanta. The Director will improve the learner experience, streamline systems where feasible, and establish clear assignment practices while respecting functional ownership and regulated requirements. This role will initially lead one team member and will be accountable for ensuring the function's priorities and operational responsibilities are delivered effectively, adapting team capabilities and resourcing as needs evolve.
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Core Responsibilities:
Enterprise Learning Strategy and Governance Create a multi-year, cross-functional and cross-regional learning systems strategy and prioritized roadmap that connects learning needs, regulatory obligations, learner experience, integrations, and operational capacity. Translate business needs into phased improvements and measurable outcomes while accommodating local and regulated requirements. Partner with the Talent Platforms lead on shared Workday dependencies and roadmap decisions across skills, Career Profile, mentoring, Career Hub, reporting and data, releases, and connected employee experiences, as prioritized by HRLT. With the Sr. Director of Corporate L&D, co-lead the evolution of the monthly cross-functional Learning Committee established in 2025. Define its charter, membership, decision rights, and escalation paths; establish focused sub-committee working groups for system operations, assignment strategy, aligned learning plans, and learning experience practices; bring recommendations to the strategic committee for decisions and alignment. Partner with the Director of Culture and Engagement and functional training owners to coordinate cross-functional onboarding and other learning plans, reducing duplicate assignments, conflicting timelines, and avoidable learner overload. Establish a shared approach to reviewing planned training volume and sequencing required learning by role, location, and timing. Lead a cross-functional solution for assigning, tracking, and reporting contractor training across functions, addressing worker identity, system access, duplicate assignments, and completion gaps. Clarify roles and accountabilities while respecting each function’s ownership and regulated processes. Platform Leadership and Operational Excellence Own the business strategy, platform roadmap, governance, administration standards, release priorities, and continuous improvement of Workday Learning and connected learning platforms. Align priorities with People Tech, which is responsible for Workday configuration, security, integrations, and technical deployment. Ensure effective delivery of learning platform administration, user support, Functional Learning Partner enablement, business testing, and release readiness. Establish clear responsibilities, service standards, quality controls, capacity plans, and escalation paths across the team and partner functions; address complex decisions and enterprise-level risks in partnership with People Tech and other stakeholders. Define the learning operating model, standards, decision rights, and coverage expectations for Functional Learning Partners in collaboration with functional leaders. Work with internal content owners and external vendors to structure, migrate, publish, and maintain learning assets and paths in the appropriate platform. Establish practical standards for metadata, versioning, archiving, testing, and learner communications. Partner with People Operations & Technology, IT, compliance, and other system owners on integrations, data flows, audience rules, content delivery, and completion records across learning systems. Assess interoperability and automation, including reductions in manual data loads and reconciliation work. Lead learning vendor and platform investment strategy, including licensing, contract performance, budget and capacity requirements, and sourcing recommendations, in partnership with relevant business and procurement stakeholders. Establish and oversee the learning support and knowledge management model, including service expectations, ServiceNow case management, escalation paths, controls, and performance measures. Ensure guides, SOPs, demos, and RevNet content enable learner and administrator self-service; coordinate technical escalations with People Tech. Develop dashboards and reporting with People Operations & Technology, HR Business Partners, and functional training owners. Monitor assignment accuracy, completion, adoption, training load, service performance, and operational efficiency; use the findings to prioritize improvements and inform committee decisions. Leadership and Partnerships Manage, coach, and develop the team; align responsibilities with evolving priorities; and build sustainable expertise and coverage. Assess capacity and capability needs, recommend appropriate staffing or contractor support, and lead hiring and onboarding as approved. Build trusted partnerships across functions and regions, listen to competing needs, and facilitate decisions among senior stakeholders and system owners without formal authority. Document dependencies, risks, and timelines; communicate changes clearly to administrators, leaders, and learners. Navigate ambiguity and shifting priorities with resilience and flexibility, adjusting plans and responsibilities while maintaining reliable service and clear communication. Plan for growth in geographic reach, organizational complexity, and training demand with regional and functional partners, balancing enterprise consistency with local and regulated requirements.