Indigo is a company dedicated to harnessing nature to help farmers sustainably feed the planet. With a vision of creating a world where farming is an economically desirable and accessible profession, Indigo works alongside its growers to apply natural approaches, conserve resources for future generations, and grow healthy food for all. Utilizing beneficial plant microbes to improve crop health and productivity, Indigo’s portfolio is focused on cotton, wheat, barley, corn, soybeans, and rice. The company, founded by Flagship Pioneering, is headquartered in Boston, MA, with additional offices in Memphis, TN, Research Triangle Park, NC, Sydney, Australia, Buenos Aires, Argentina, and São Paulo, Brazil.


The mission of Indigo Learning is to enable high-velocity experimentation at scale by relentlessly inspiring, developing, and accelerating our people. Since learning is considered a core part of the DNA at Indigo, the learning leadership team is closely linked to the strategy and operations of Indigo’s core business. As a result, Indigo is building a highly strategic Learning leadership team that spans Strategy, Operations, and our People team.




Establish a set of core Indigo training operating principles and processes and roll out / implement across the organization

  • Training operating principles (e.g., 70/20/10) are designed with input from current functional trainers, central L&D, People team and Indigo leadership
  • Cadence of working with and supporting functional training organizations (i.e., bi-weekly or monthly check-ins) is established and running effectively
  • Individual learning journey strategy has been designed; the MVP of the individual learning journey has been implemented (e.g., a 2-step learning journey that involves completing compliance training and training on People processes, with a clear handoff to the function)
  • The link between the individual learning journey and the functional handoff has been clearly designed across the organization

Design and build a Global training organization that can scale core L&D programs and implement function-specific training with quality and speed

  • Marketplace training role is re-scoped, aligned with Marketplace team, and hiring efforts have started with leadership alignment
  • Function-specific training hiring needs are diagnosed across every function at Indigo
  • Function-specific training organization is designed and communicated to key stakeholders (e.g., Commercial, Marketplace) and approved by Head of L&D
  • Core training organization is designed, communicated to key stakeholders, and approved by Head of L&D, inclusive of a short-term and medium-term plan for scaling training internationally

Run, continuously improve, and own agenda for central training programming, inclusive of curricula, operations and supporting technology (e.g., LMS) for manager training and soft-skills training

  • Diagnose and understand current landscape of Indigo-wide training initiatives (e.g., manager training, soft skills training); identify strengths, areas to invest in/grow, changes, and areas to add
  • Set a clear work plan for roll out of org-wide LMS system (e.g., Workday, Grovo, LinkedIn Learning) to support soft skills initiatives and compliance training (e.g., including communications, technology implementation, and content roll out)



  • Strong team player, good at building cross-functional relationships
  • Aligned with our mission and core values
  • Appetite for tech solutions to solve problems
  • Excited about developing talent across the organization and using modern learning frameworks
  • Natural leader takes charge and is proactive
  • High energy
  • Strong organizational skills
  • Strong analytics
  • Strong attention to detail and is very process driven
  • Likes to create, plan and execute



  • Project Management experience
  • Experience leading team and working cross-functionally
  • Experience working with Learning Management Systems
  • Willing to travel 1-2 x/month

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