Employee Enablement and Training Program Manager

Axon•Scottsdale, AZ

7d•Hybrid

About The Position

Join Axon and be a Force for Good. At Axon, we’re on a mission to Protect Life. We’re explorers, pursuing society’s most critical safety and justice issues with our ecosystem of devices and cloud software. Like our products, we work better together. We connect with candor and care, seeking out diverse perspectives from our customers, communities and each other. Life at Axon is fast-paced, challenging and meaningful. Here, you’ll take ownership and drive real change. Constantly grow as you work hard for a mission that matters at a company where you matter. Your Impact We're seeking a creative, people-centered builder to transform how employees across Axon's Service, Support, & Training organization ramp, reach proficiency, and develop throughout their careers. As an Employee Enablement and Training Program Manager for our Professional Services organization, you'll build and run a scalable onboarding and development program for the teams you support. You'll define what great readiness looks like and turn that into practical learning experiences, tools, and operating rhythms that managers and subject matter experts can sustain — starting with the highest-impact needs and scaling what works. The ideal candidate has successfully launched an onboarding, enablement, and/or employee readiness program, loves developing people, moves quickly from ideas to execution, and brings creativity and experimentation to how employees learn, practice, and grow.

Requirements

Bachelor's degree in a related field or equivalent practical experience.
3-5 years of experience in onboarding, employee enablement, learning and development, or program management.
Demonstrated experience taking at least one onboarding or readiness program from design through launch, adoption, and measurement.
Strong program management and facilitation skills, with the ability to move quickly from planning to execution.
Ability to build competency frameworks, learning paths, and clear documentation.
Strong analytical skills, with the ability to define success measures and use data to improve programs.
Strong written and verbal communication skills.
Approach Builder mindset — you're energized by creating something that doesn't exist yet and know how to turn ambiguity into action.
People-centered — you design around how employees actually learn, practice, work, and grow.
Creative — you challenge traditional approaches and find engaging ways to build knowledge, skills, and confidence.
Bias for action — you move quickly, test ideas, learn from results, and iterate rather than waiting for perfect solutions.
Curious — you immerse yourself in the work and learn directly from the people doing it.
Scalable thinker — you balance the unique needs of individual teams with the need for organizational consistency and sustainable solutions.
Collaborative and influential — you build trust, create shared ownership, and drive progress across teams without relying on direct authority.

Nice To Haves

Experience with learning platforms, collaboration tools, or AI-powered tools is a plus.

Responsibilities

Design, launch, and continuously improve onboarding and readiness programs for the teams you support.
Partner with managers and SMEs to define what employees need to know and do, then build role-specific readiness roadmaps with clear learning, hands-on practice, and proficiency milestones.
Build reusable frameworks and tools that keep programs consistent while flexing to each team's needs.
Run structured check-ins through employees' first six months to reinforce learning, assess readiness, and close gaps.
Equip managers and SMEs with the guidance and tools they need to coach employees and validate proficiency on the job.
Build a plan for ongoing learning and skill development for the teams you support.
Partner with managers and SMEs to define role-specific skill and competency expectations.
Translate identified skill gaps into learning paths, refreshers, and practice opportunities.
Create engaging learning experiences — live sessions, shadowing, scenario practice, and recorded content.
Turn ambiguous team needs into clear, prioritized programs, and build iteratively.
Facilitate working sessions with managers, SMEs, and employees to define performance expectations.
Set success measures for learning effectiveness, proficiency, and time to readiness; use feedback and data to improve programs.
Use technology and AI-powered tools to make learning more personalized and efficient.