Senior Manager, Talent Development

About this role

About Payoneer

Founded in 2005, Payoneer is the global financial platform that removes friction from doing business across borders, with a mission to connect the world’s underserved businesses to a rising global economy. We’re a community with over 2,500 colleagues all over the world, working to serve customers, and partners in over 190 countries and territories.

By taking the complexity out of the financial workflows–including everything from global payments and compliance to multi-currency and workforce management, to providing working capital and business intelligence–we give businesses the tools they need to work efficiently worldwide and grow with confidence.

Role Summary

Location: Buenos Aires, Argentina

Hybrid

Full-time

This role sits at the intersection of business strategy and people strategy, with a clear mandate: turn how Payoneer works into a language of skills, and build the learning that grows them. As Senior Manager, Talent Development, you’ll own the growth side of our talent agenda—career pathways, a skills taxonomy and progression model, and the learning and development that moves capability forward. You’ll partner closely with our talent partners and business leaders, translate our ways of working into defined, usable skills, and design the programs, learning journeys, and experiences that build them. AI education is one of the biggest parts of this role. As AI reshapes how our people get work done, you’ll design and drive the learning that builds real AI capability across the organization—from literacy and fluency to discernment and responsible application—and embed those skills directly into our skills model and the flow of everyday work, so AI is woven into how every function operates. This work rewards genuine curiosity: you’ll bring a real interest in how AI is evolving . This is a craft-deep role for someone who loves the discipline of learning and organizational development, and who knows how to make modern learning technology drive skill growth. You’ll combine systems thinking with execution excellence: designing frameworks that are rigorous and intentional, and delivering learning that people genuinely want to be part of.

What you'll do:

• Build Career Pathways & Skills Progression: Design clear, motivating career pathways and skills-progression frameworks that show people how they grow at Payoneer. Define what “good” looks like at each level and make progression visible, fair, and achievable.

• Translate Ways of Working into Skills: Take the building blocks of how Payoneer works and turn them into a concrete, usable skills taxonomy—defining the skills that matter, how they map to roles and levels, and how they connect to development.

• Lead AI Education & Capability: Own how Payoneer builds AI skills—designing and delivering the education that grows literacy, fluency, discernment, and responsible application across the organization. Embed these skills in the skills taxonomy, career pathways, and the flow of everyday work, so AI is a capability integrated into how every function operates and improves its workflows, not a standalone enablement track.

• Partner on Job Architecture: Work alongside the Total Rewards team to align skills, career pathways, and development with job architecture, so leveling, roles, and growth all speak the same language.

• Design Learning That Builds Skills: Own the learning and development that grows those skills—structured learning journeys, development plans, curricula, workshops, and experiences across digital, live, and experiential formats. Practical and sticky, not theoretical.

• Get More from Learning Technology: Make our learning platforms work harder. Leverage learning platforms and other tools with intent—curating content to the skills that matter, including AI skills, and driving adoption and completion that translate into real capability.

• Manage Learning Vendors & Partners: Own the relationships with our learning vendors and platforms. Evaluate and select partners, negotiate for value, brief and integrate their content against our skills and AI priorities, and hold them accountable for adoption, quality, and measurable ROI.

• Bring an Organizational Development Lens: Diagnose capability needs, design interventions, and connect individual development to team and organizational effectiveness. Grow capability in a way that scales. • Enable Managers & Growth Conversations: Equip managers to have meaningful development and career conversations, and to use pathways, skills, and learning to grow their teams.

Who are you:

• A Seasoned Talent Development Leader: 8+ years building talent development, learning, or organizational development in global, high-growth environments. You think strategically about capability, and you know how to execute.

• A Skills & Career-Architecture Expert: You’ve built—or deeply shaped—skills taxonomies, competency frameworks, career pathways, and progression models. You understand how skills, roles, leveling, and development connect, and you’ve partnered with Compensation or Total Rewards to make them coherent.

• An Expert in Learning Experience Design: You create learning that is practical, engaging, and sticky. You design experiences people want to be part of, and you measure whether they actually build skill.

• Fluent in Building AI Capability: You’ve helped a workforce grow real AI skills—literacy, fluency, discernment, and responsible application—and you know how to teach them and embed them in the flow of work rather than bolt on a separate program.

• Genuinely Curious About AI and broader learning: You’re personally fascinated by this space. You explore new tools, stay current as the field moves fast, and bring an experimental, learning mindset. You’re excited to grow others’ AI capability because you’re actively growing your own.

• Fluent in Learning Technology: You know how to make platforms like Coursera deliver—curating to skills, driving meaningful adoption, and…