Product Manager, Talent Development & Learning Technology Experience & Adoption

The Product Manager, Talent Development & Learning Technology is part of the HR Technology organization. They own the entire internal technology product ecosystem. This role combines product management, talent development strategy, adoption leadership, and operational excellence. It ensures learning platforms remain stable, scalable, and integral to employee skill growth.

This role acts as the single-threaded owner for technology outcomes-driving adoption, efficiency, platform reliability, and measurable business impact-while engaging closely with the Talent Development function, People Operations, Tech Support, Compliance, and Product teams. A balanced vision and strategy ownership with hands-on operational stewardship, ensuring that innovation never comes at the expense of stability.

We deliver value when employees and leaders adopt technology. It is operationally reliable at enterprise scale and efficient for administrators and customers. The technology is coordinated across HR, talent, and efficiency systems.

This role unifies responsibilities that are often split across product, adoption, and operations-creating clear accountability for learning technology success as a business capability.

Product Vision & Learning Capability Strategy

• Own the 1-3 year Technology Capability Roadmap, aligned to workforce, skills, and professional development approach
• Translate business and talent priorities into platform capabilities, integrations, and experience improvements
• Perform responsibilities of the enterprise product owner for the talent and learning ecosystem (LMS/LXP, integrations, automation, analytics)
• Serve as the internal Customer Zero champion, influencing roadmaps through enterprise usage insights
• Evangelize and share user stories, providing product feedback, opportunities, and improvements
• Own and drive technology evaluations and software optimization

• Define and own adoption and engagement outcomes (e.g., active learners, feature utilization, pathway completion)
• Drive awareness, activation, and sustained usage of platforms and capabilities
• Collaborate with Talent Development and HRBPs to build a seamless experience into manager and team rhythms
• Ensure learner journeys are intuitive, role-relevant, and frictionreduced

• Partner with architects and IT to ensure technologies function as a connected ecosystem
• Prioritize integrations across HRIS, skills platforms, content providers, identity systems, and efficiency tools
• Ensure data flows support compliance, analytics, and workforce insights
• Influence architectural decisions to reduce manual effort and technical debt

• Act as the primary point of accountability across Talent Development, HR Tech, IT, Compliance, Security, and vendors
• Lead prioritization and tradeoff discussions across user acceptance, experience, and technology investments
• Establish and maintain governance forums, decision rights, and intake processes
• Communicate roadmap progress, risks, and outcomes to internal partners

• Define product vision, success metrics, and roadmap for technology capabilities
• Lead quarterly roadmap and performance reviews with internal customers, collaborators, and partners
• Own product release functionality, prioritizing the biggest impact features for internal users
• Drive release planning, testing strategy, rollout communications, and postrelease validation
• Ensure operational readiness for launches (documentation, training, support alignment)
• Partner with operations and admin teams to continuously improve efficiency and reduce friction
• Champion datadriven decision-making using adoption, experience, and performance insights
• Find opportunities to automate, simplify, or retire lowvalue processes and tools
• Manage general run the business and day-to-day priorities across technologies, internal and external partnerships, and needs of the business

• Enterprise adoption growth (MAU, sustained usage, feature uptake)
• Learner experience improvements (reduced friction, improved happiness and satisfaction)
• Platform reliability (uptime, incident reduction, release stability)
• Operational efficiency gains (automation, reduced manual effort, faster delivery)
• Collaborator confidence in technology value and execution
• Clear linkage between learning technology usage and talent or capability outcomes

• 3-7+ years' experience in product management, HR technology, learning technology, or enterprise platforms
• Proven ability to own both strategy and execution for complex internal products
• Experience driving adoption and change, not just delivering features
• 1-2 years hands-on experience configuring within an LMS/LXP platform and strong technical comprehension
• First-hand experience with LMS/LXP platforms, integrations, and enterprise governance
• Demonstrated success partnering across HR, IT, Compliance, and business leaders
• Ability to balance innovation with operational rigor and risk management

• Experience operating in a productled internal services model
• Background in talent development, workforce learning, or skillsbased initiatives
• Familiarity with enterprise automation, APIs, and analytics platforms
• Experience serving as a Customer Zero or lighthouse customer for enterprise software
• Experience with Adobe Learning Manager (ALM) and Workday
• Experience applying AI/ML solutions, such as enabling personalized learning journeys, skills inference, intelligent content recommendations, and scalable content generation, with an understanding of responsible AI principles

About Adobe

Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity and personalized customer experiences. Adobe's industry-leading offerings including Adobe Acrobat Studio, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio enable people and businesses to turn ideas into impact, powered by AI and driven by human ingenuity.

Our 30,000+ employees worldwide are creating the future and raising the bar as we drive the next decade of growth. We're on a mission to hire the very best and believe in creating a company culture where all employees are empowered to make an impact. At Adobe, we believe that great ideas can come from anywhere in the organization. The next big idea could be yours.

Let's Adobe together

At Adobe, we believe in creating a company culture where all employees are empowered to make an impact. Learn more about Adobe life, including our values and culture, focus on people, purpose and community, Adobe for All, comprehensive benefits programs, the stories we tell, the customers we serve, and how you can help us advance our mission of empowering everyone to create.

Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic. Learn more.

Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408-536-3015.

AI Use Guidelines for Interviews:
Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.

At Adobe, we empower employees to innovate with AI - and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where it's restricted during live interviews. See how we think about AI in the hiring experience.

Expected Pay Range:

At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).

In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.

State-Specific Notices:

California:

Fair Chance Ordinances

Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and "fair chance" ordinances.

Colorado:

Application Window Notice

If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs.

Massachusetts:

Massachusetts Legal Notice

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.