Senior Manager, Skills Strategy – Enablement

Role Overview

• The Senior Manager, Skills Strategy & Enablement is responsible for translating the enterprise skills vision into practical, scalable solutions embedded across talent, learning, and workforce processes.
• This role activates the enterprise skills framework (taxonomy, definitions, and proficiency levels), partners across HR and the business to integrate skills into core systems (e.g., Workday, LMS/LXP) and enables leaders to use skills data to make better decisions on hiring, development, mobility, and workforce planning.
• The role also leads governance, measurement, and change efforts to ensure skills are actively used—not just defined.
• Lead efforts to enable enterprise skills strategy, skills activation, learning platforms, and operational governance, setting clear priorities, and building specialized capability across skills, platforms, and operations.
• Activate and scale the enterprise skills framework (taxonomy, skill definitions, and proficiency levels) and operating model, translating strategy into practical use across talent and learning processes.
• Build strong partnerships across HR (Talent COE, HR Technology and Analytics) and the business and external partners to pilot, scale, and sustain skills-based skills-powered practices (e.g., job architecture, career pathing, development planning, and talent mobility).
• Use skills data and insights to identify gaps, prioritize learning investments, and inform workforce planning, hiring, internal mobility, and career pathways.
• Ensure learning platform and skills integration in learning management system is effective in defining skills development and proficiency assessment.
• Oversee learning pathways, and experiences are intentionally designed to build skills, not just deliver content.
• Partner with content owners and external vendors to ensure offerings support skill development and application.
• Lead, coach, and develop a team responsible for skills enablement, learning operations, and learning technology.
• Provide strategic oversight of learning technology platforms (e.g., LMS/LXP, skills platforms) to ensure they support the skills ecosystem.
• Manage budget planning and investment optimization across skills enablement, learning technology, content, vendors, and delivery resources, identifying opportunities for cost-to-value tradeoffs and reinvestment.
• Lead enterprise learning and skills communities of practice and support advisory forums/councils to ensure business alignment, accelerate adoption, and position skills as a business tool—not just an HR initiative.

Requirements

• Bachelor’s degree in education, Human Resources, Organizational Development, Learning Sciences, Business, or a related field; Master's degree preferred.
• Related experience in lieu of degree may be considered.
• 10+ years in learning, talent, workforce strategy, or organizational development.
• Demonstrated experience in skills‑based projects that include broader HR initiatives e.g. Recruitment, Internal Mobility and Career Pathing.
• Strong people leadership experience (3+ years), including developing managers or senior professionals.
• Experience in learning technology and learning operations in a complex organization.
• Ability to translate strategy into practical, scalable execution.
• Strong enterprise influence, stakeholder management, and change leadership skills.
• Strong project and program management experience.
• Preferred: Experience working within a skills taxonomy or skills intelligence platform.
• HR Business Partner Experience with strong working knowledge of Learning & Development and Talent Management.
• Exposure to career architecture, workforce planning, or talent marketplace models.
• Experience operating at enterprise scale in a matrixed organization.

Benefits

• medical
• dental
• vision
• PTO
• life & disability insurance
• education assistance
• a 401k
• a variety of well-being resources
• prorated PTO for part-time employees
• holiday pay for part-time employees
• employee development programs for part-time employees
• prorated education assistance for part-time employees
• a 401(k) for part-time employees