Manager, Training and Onboarding

About Thyme Care

Thyme Care’s purpose is to make cancer care feel more connected, humane, and reassuring for patients and the people supporting them. The company helps people get answers faster, access high-quality care sooner, and stay supported during treatment and after it ends.

As a leading value-based oncology care enabler, Thyme Care works with national and regional health plans, providers, and employers to improve outcomes and reduce costs for thousands of people nationwide. Its approach combines hands-on human support with technology and AI to connect everyone involved in the cancer journey, including caregivers, oncologists, health plans, and employers.

Built as a tech-forward organization, Thyme Care believes digital tools should enhance the human relationships at the center of care. Using data science, automation, and AI, the company aims to simplify complexity, strengthen coordination, and allow care teams to focus on supporting people through cancer. Its long-term ambition is to become a trusted, widely recognized name in cancer care.

Role overview

Thyme Care is hiring a Manager, Training and Onboarding within the Quality, Training and Development function. In this role, you will define and run the strategy for how new hires become fully effective, manage a team of trainers, and partner across the business so learning is embedded into day-to-day work rather than treated as a separate event. The role focuses on shortening time to proficiency, improving how training is delivered, and measuring whether it truly works. You will work within the operating framework and quality-to-training process owned by the Senior Manager, QTE Operations, and will be accountable specifically for the onboarding and ramp program area.

Key responsibilities

• Take full ownership of the onboarding journey and improve time-to-proficiency results by defining what success looks like at each stage, setting milestones, building measurement tools, and removing barriers that delay ramp-up.
• Create and maintain structured ramp programs that sequence learning in a thoughtful way across clinical knowledge, systems usage, process adherence, and applied practice so new hires can progress from orientation to working independently.
• Lead, coach, and develop a team of trainers by setting clear expectations, giving regular feedback, and strengthening their skills in facilitation, content development, and performance support.
• Design learning that is embedded into the flow of work through job aids, in-tool guidance, peer coaching, scenario practice, and real-time support instead of relying only on classroom or self-paced training.
• Work closely with Operations, Quality, Clinical, and People partners to keep training content aligned with current workflows and quickly surface content gaps when processes change.
• Experiment with new delivery methods such as microlearning, simulations, cohort-based learning, and peer-led development, then use evidence to decide what should be expanded, revised, or retired.
• Own onboarding metrics and OKRs such as time to proficiency, knowledge test results, manager readiness scores, and 30/60/90-day performance indicators, and share program performance on a regular cadence.
• Review current onboarding materials and delivery approaches to identify mismatches between training and real job needs, then recommend improvements for organizational prioritization.
• Respond to training needs identified through the quality-to-training closed-loop process by turning them into updated or new onboarding content and following through on completion with the process owner.

Qualifications and experience

• 4 to 6 years of experience leading teams in training, learning and development, or onboarding program management, with proof of owning programs end to end and improving new hire performance or time to proficiency.
• Direct people management experience, including leading trainers and instructional designers while maintaining quality and output expectations.
• Experience building or substantially redesigning ramp and onboarding programs with clear milestones, role-based sequencing, and measurement from the start.
• Strong cross-functional partnership skills, with experience working alongside Operations, Quality, Clinical, or People teams and influencing stakeholders who do not report to you.
• Experience creating learning in the flow of work, including performance support tools, embedded coaching, or on-the-job learning resources.
• A creative, test-and-learn approach to training delivery, with the ability to pilot new formats, evaluate results, and make evidence-based scaling decisions.
• Comfort working with metrics: you define success before launch, monitor results carefully, and turn training data into clear updates for leadership.
• Strong prioritization and self-management skills, with the ability to run your own portfolio and support your team without close supervision.
• Excellent written and verbal communication skills, especially for presenting program updates and training strategy to both frontline teams and senior leaders.
• Preferred: experience in healthcare, health tech, or care delivery, especially in environments serving clinical or care coordination teams.
• Preferred: familiarity with instructional design models such as ADDIE or SAM and with LMS platforms used to deliver and track training.
• Preferred: understanding of change management principles and how to build training that supports workflow transitions.
• Nice to have: familiarity with agentic learning and development approaches, including AI-powered coaching, real-time support, or automated learning experiences at scale.

What success looks like

• Keeping members at the center of every onboarding decision and recognizing that better ramping directly affects the care experience for people with cancer.
• Acting with urgency and purpose instead of waiting for perfect clarity, while identifying priorities and keeping work moving forward.
• Balancing multiple responsibilities at once without losing attention to quality, deadlines, or cross-functional relationships.
• Thinking like a builder by turning unclear problems into structured solutions, testing ideas carefully, measuring impact, and scaling what works.
• Developing people thoughtfully through honest feedback, stretch opportunities, and high standards that do not burn teams out.
• Working effectively in environments where the playbook is still evolving, adapting quickly when priorities change, and creating clarity where needed.
• Being accountable to outcomes, proactively identifying issues, proposing solutions, and escalating concerns early when action is needed.

Company values

Thyme Care’s guiding values are: act with members in mind, move with purpose, and seek diverse perspectives. These principles influence business decisions, product direction, and growth choices.

Compensation

The base salary for this position is $126,000 to $140,000. Compensation decisions may vary depending on the level at which the role is hired. Base pay is one part of the overall package, which also includes equity, benefits, and other opportunities. Pay is determined based on qualifications, experience, skills, and internal equity.

Additional information

Thyme Care is committed to inclusion and acknowledges the long history of inequality in healthcare. The company aims to challenge the status quo and build a culture that reflects the diversity of the members and communities it serves. It is an equal-opportunity employer.

Applicants should stay alert for recruitment fraud and verify that any communication comes from an official Thyme Care email address.