Manager, Training and Onboarding

OUR MISSION

We exist to create a more connected, compassionate, and confident experience for people with cancer and those who care for them. We make it easier to get answers, access high-quality care quickly, and feel supported throughout treatment and beyond.

Today, Thyme Care is a market-leading value-based oncology care enabler, partnering with national and regional health plans, providers, and employers to deliver better outcomes and lower costs for thousands of people across the country. Our model combines high-touch human support with powerful technology and AI to bring together everyone involved in a person’s cancer journey: caregivers, oncologists, health plans, and employers.

As a tech-native organization, we believe technology should strengthen the human connection at the center of care. Through data science, automation, and AI, we simplify complexity, improve collaboration, and help care teams focus on what matters most: supporting people through cancer.

Looking ahead, our vision is bold: to become a household name in cancer care, where every person diagnosed asks for Thyme Care by name. If you’re inspired to make cancer care more human and to help reimagine what’s possible, we’d love to meet you. Together, we can build a future where every person with cancer feels truly cared for, in every moment that matters.

WHAT YOU’LL DO

This role sits within Thyme Care’s Quality, Training and Development org. As Manager, Training and Onboarding, you will own the strategy and execution of how new team members ramp to proficiency, lead a team of trainers, and partner across the organization to ensure learning is embedded into the flow of work, not separated from it. You will focus on reducing time to proficiency, be creative about how training gets delivered, and disciplined about measuring whether it works. You execute within the operating framework and quality-to-training process owned by the Senior Manager, QTE Operations, and are accountable for the onboarding and ramp program vertical specifically.

• Own the onboarding program and drive time-to-proficiency outcomes: Take full ownership of Thyme Care’s onboarding experience, from first day to full productivity. Define what proficiency looks like at each stage of ramp, set clear milestones, and build the measurement infrastructure to track how quickly new team members reach them. Continuously identify and remove the structural barriers that slow people down.

• Build and manage structured ramp programs: Design role-specific ramp programs that sequence learning intentionally, balancing clinical knowledge, systems fluency, process adherence, and on-the-job application. Ensure every new team member has a clear, supported path from orientation to independent performance.

• Develop and manage a team: Lead, coach, and grow a team, setting clear expectations, providing regular feedback, and building their capability as facilitators, content developers, and performance partners. Create a team culture of curiosity, rigor, and continuous improvement.

• Embed learning in the flow of work: Move beyond classroom-style and asynchronous training by designing learning experiences that meet people where they are, including job aids, in-tool guidance, peer coaching, scenario-based practice, and real-time performance support. Reduce the gap between learning and doing.

• Drive cross-functional partnerships to keep training content current: Build working relationships with Operations, Quality, Clinical, and People teams to stay ahead of process and workflow changes that affect new hires. Ensure training content reflects how work actually gets done, and flag content gaps for prioritization.

• Innovate on training modalities and delivery: Actively seek and pilot new approaches to training delivery, from microlearning and simulations to cohort-based learning and peer-led development. Evaluate what works, scale what does, and replace what does not. Bring a builder’s mindset to how the team learns.

• Define and track onboarding-specific training effectiveness metrics: Own the OKRs that measure whether onboarding and ramp programs are working, including time to proficiency, knowledge assessment scores, manager readiness ratings, and 30/60/90 day performance indicators. Report program health on a consistent cadence and use data to drive iteration.

• Audit existing onboarding content and recommend improvements: Conduct structured reviews of current training materials, delivery mechanisms, and ramp program design. Identify gaps between what is being taught and what new hires need to perform, and bring prioritized recommendations for org-level prioritization.

• Act on quality findings routed through the closed-loop process: Receive and act on training development priorities surfaced through the org-level quality-to-training process. Translate those inputs into updated or new onboarding content, and track completion back to the process owner.

WHAT YOU’VE DONE

4-6 years of experience leading high-performing teams in training, learning and development, or onboarding program management, with a track record of owning programs end-to-end and demonstrating measurable impact on time to proficiency or new hire performance outcomes.

• Experience managing and developing a team: you have directly managed trainers and instructional designers. You know how to build a high-performing team that holds itself to both quality and output standards.

• Demonstrated success designing ramp and onboarding programs: you have built structured new hire experiences from the ground up or significantly redesigned existing ones, with clear milestones, role-specific sequencing, and measurement built in from the start.

• Strong cross-functional collaboration skills: you have worked effectively across Operations, Quality, Clinical, or People teams to keep training content aligned with how work happens, and have influenced partners who do not report to you.

• Experience with learning in the flow of work: you have moved beyond event-based training and built performance support tools, on-the-job learning resources, or embedded coaching programs that reduce reliance on formal training alone.

• Creative and experimental approach to training delivery: you have piloted new training modalities, evaluated their impact, and made evidence-based decisions about what to scale and what to retire. You do not default to the way things have always been done.

• Data-driven mindset: you define success metrics before a program launches, track them rigorously, and use what you find to iterate. You can translate training data into a clear narrative for leadership.

• Strong prioritization and self-direction: you manage your team’s work and your own portfolio simultaneously, identify the highest-leverage opportunities without being told, and drive toward outcomes without needing to be managed.

• Clear, structured communicator: you write and present training strategy and program updates in a way that lands with frontline teams and senior stakeholders alike, and you run meetings that produce decisions, not just discussion.

• Preferred: Experience in a healthcare, health tech, or care delivery environment, with familiarity with the learning needs of clinical or care coordination teams.

• Preferred: Familiarity with instructional design frameworks such as ADDIE or SAM, and experience working with LMS platforms to deliver and track training programs.

• Preferred: Exposure to change management principles and how to design training that supports team members through process or workflow transitions.

• Nice to have: Familiarity with agentic learning and development approaches, including building programs that leverage AI agents to deliver personalized coaching, surface real-time performance support, or automate elements of the learning experience at scale.

WHAT LEADS TO SUCCESS

Act with our members in mind. You understand that how well new team members ramp directly shapes the experience of people with cancer. You build onboarding programs with that accountability at the center, not as an afterthought.

Move with purpose. You do not wait for perfect information or a complete mandate to act. You identify what the program needs, prioritize without being prompted, and keep your team and your workstreams moving at pace.

Rigorous prioritization and multitasking. You lead a team, own a portfolio of programs, and maintain active cross-functional partnerships at the same time, without losing fidelity on any of them. You protect time for the work that actually moves the needle.

Builder’s mindset. You are energized by creating something better than what exists. You bring structure to ambiguous problems, pilot ideas with discipline, measure what happens, and scale what works. You do not mistake activity for progress.

People developer. You invest in your team’s growth as deliberately as you invest in your programs. You give feedback that is honest and actionable, create stretch opportunities, and hold high standards without burning people out.

Comfortable with ambiguity. You operate effectively in fast-moving environments where the playbook is still being written. You create your own clarity, adapt quickly when priorities shift, and do not need every answer before you start moving.

Self-motivated and self-directed. You hold yourself to outcomes, not just effort. You identify gaps, propose solutions, follow through on commitments, and escalate early when something needs attention. You do not wait to be asked twice.

OUR VALUES

At Thyme Care, our core values guide us in everything we do: Act with our members in mind, Move with purpose, and Seek diverse perspectives. They anchor our business decisions, including how we grow, the products we make, and the paths we choose—or don’t choose.

Our salary ranges are based on paying competitively for our size and industry, and are one part of the total compensation package that also includes equity, benefits, and other opportunities at Thyme Care. Individual pay decisions are based on several factors, including qualifications, experience level, skillset, and balancing internal equity relative to other Thyme Care employees. The base salary for this role is $126,000 - 140,000. The salary range could be lower or higher than this if the role is hired at another level.

We recognize a history of inequality in healthcare. We’re here to challenge the status quo and create a culture of inclusion through the care we give and the company we build. We embrace and celebrate a diversity of perspectives in reflection of our members and the members we serve. We are an equal-opportunity employer.

Be cautious of recruitment fraud, and always confirm that communications are coming from an official Thyme Care email.