Summary
PLVision builds software for open networking – the infrastructure that moves data between switches, chips, and networks, without locking customers to a single vendor. Continuous development is how we stay good at that. We are hiring a person to make learning deliberate, rather than a collection of courses people sometimes finish.
This is a builder role. The focus is on designing the learning system: onboarding, technical upskilling, leadership development, and the mechanisms that show whether it is working. AI is part of the job as well. It helps a team of one move faster, while also creating opportunities to guide colleagues on its effective use and where human judgment remains essential.
In partnership with HR and department heads, you will define the roadmap and take ownership of delivery. There is no dedicated L&D team to manage. Instead, managers across the organization serve as key partners, supported by a defined budget and a company that already values craftsmanship. What’s needed now is someone who can turn that commitment into a clear and practical learning journey for employees.
About PLVision:
PLVision is a European networking software product development company that helps businesses unlock the full potential of open and disaggregated technologies. We deliver end-to-end, vendor-agnostic solutions, tailored to meet client’s specific use cases, enabling greater flexibility, scalability, and sustainability while ensuring cost control and predictability.
Leveraging strategic partnerships with industry leaders, major hardware vendors, and membership in key open networking communities, PLVision ensures delivered software solutions remain future-ready and aligned with the latest open networking innovations, empowering clients to achieve their business goals and long-term success.
Responsibilities 
Strategy: Build and run an L&D plan tied to business and skills needs – not a catalog of training for its own sake
Learning needs: Work with engineering, delivery, and corporate leads to identify where skills are thin, where onboarding is slow, and where managers are asking for help
Programs: Design and launch practical paths for onboarding, technical upskilling, leadership, and interpersonal skills. Mix internal experts, on-the-job learning, and external providers. Buy what we should buy; build what we should build
Adoption: Make learning actively used, not just assigned. That means managers protecting time, people knowing what “good” looks like, and closing the loop when a program is ignored
Vendors and budget: Own the L&D budget: Choose platforms and trainers (for example, Coursera, Udemy, or specialist coaches) based on value, not logos. Retire what does not earn its place
Measurement: Agree on a small set of measures with stakeholders: participation, whether skills show up in the work, and a few business-linked indicators. Report on budget and time honestly. We do not expect a financial ROI line on every course
AI in learning: Use AI tools to draft, adapt, and organize learning materials, and to spot patterns in skills and participation, verifying the output yourself. Help the company adopt AI in day-to-day work: provide short, practical guidance for engineers and corporate teams, aligned with our security and data rules. Do not treat AI as a course catalog or a substitute for managers teaching their craft
Knowledge: Organize what already exists – playbooks, onboarding notes, and internal talks – so people can find and reuse them as we grow
Requirements 
4+ years in learning and development (or talent development with real program ownership), including evidence of building a function from a thin start, preferably in tech or another fast-changing environment
Able to run this as a "team of one": plan, facilitate, write, buy, and follow up without a coordinator supporting you
Comfortable enough with data to report clearly (spreadsheets and straightforward dashboards are fine), showing that learning changed how people work, not just that they completed a module
Able to work with senior stakeholders, including department heads and, when needed, C-level leadership, with the confidence to say no when a request is not the priority
Working knowledge of current L&D practices (for example, short-form learning, peer learning, and blended paths) without needing to chase every trend
Practical use of AI in your own L&D work (drafting content, research, analysis, or personalization) with strong judgment on when a tool helps versus when it shouldn't be trusted
English at a B2 or above (written and spoken) for content creation and working with a multi-country team
Would be a plus 
Experience in an engineering or product company
Fluency in Polish or Ukrainian
LMS or learning-operations experience
CIPD (typically Level 5 Organizational L&D or Chartered) or ATD CPTD – useful, not required
Instructional design or coaching background
Experience supporting distributed teams
Background in designing or facilitating AI literacy, prompt practice, or responsible-use guidance, especially for engineering or other technical teams
Benefits 
- Medical insurance
- Vacation and sick leave days
- Paid bank holidays (11 days in 2026)
- Relocation bonus
- Marriage and childbirth bonuses
- Referral bonus
- Educational courses and training programs
- Remote work
- Flexible Schedule