Manager, Enablement

Guild • Denver, CO

4d • Remote

About The Position

Guild is hiring a Manager, Enablement to lead the strategic development, people management, and day-to-day operation of our Member-Facing Enablement organization within Member Operations, spanning Knowledge Management, Training, Quality Assurance, and Workforce Management. The position centers on people and program management and is accountable for the efficiency and accuracy of the enablement functions it leads. Success is measured by how enablement outcomes, including content accuracy, training effectiveness, QA scoring integrity, and workforce planning, improve the experience and accuracy scores of the cross-functional, member-facing teams we support. This role operates autonomously across multiple concurrent initiatives and requires a strong grasp of the complex systems and workflows in which those teams work.

Requirements

• At least three years of direct people-management experience in enablement, training, knowledge management, quality assurance, or operations strategy.
• Led complex, cross-functional programs from intake through rollout and measurement.
• Can set direction, negotiate priorities, coordinate dependencies, and keep teams focused on successful delivery.
• Can manage several initiatives independently, stay effective through ambiguity and frequent change, and keep leaders informed with clear recommendations.
• Use data to understand why performance is falling short, whether the cause is content, training, quality, or workforce capacity, and adjust the team's focus in response.
• Understand complex member- or customer-facing systems and can translate them into practical priorities for knowledge, training, quality, and staffing.
• Can also connect those priorities to downstream experience and accuracy measures.

Nice To Haves

• Experience managing senior individual contributors, or business process owners across more than one discipline, such as knowledge management, training, quality assurance, or workforce management.
• Used AI-enabled content or process automation and sponsored tooling changes that reduce manual work at scale.
• Built or maintained metrics and scorecards that give leaders clear, self-service visibility into team health and impact.
• Familiarity with tools such as Guru; Zenarate or similar QA and coaching platforms; Assembled or similar workforce-management platforms; Salesforce; Looker; and Asana or Jira.

Responsibilities

• Lead a small team of Leads across Knowledge Management, Training, Quality Assurance, and Workforce Management, including senior individual contributors and/or managers.
• Apply the Guild Manager Method to set clear expectations, coach strategic growth, and help each lane move from planning to measurable results.
• Own formal people-management decisions for direct reports, including goals, performance calibration, development plans, promotion recommendations, and, when needed, performance improvement or separation decisions.
• Clarify ownership and decision rights, identify risks early, and reinforce accountability and follow-through.
• Establish the enablement function's operating rhythm through regular initiative health checks, 1:1s, cross-lane reviews, quarterly planning, and portfolio audits.
• Prioritize fewer, well-scoped initiatives and re-scope or stop work that is stalled or low impact.
• Manage multi-lane programs and projects, such as partner launches and tooling migrations, from intake and scoping through sequencing, dependency management, rollout, stakeholder communication, delivery, and measurement, using Guild's standard project tools.
• Maintain and evolve the enablement measurement framework, health scorecards, and reporting cadence so leadership has self-service visibility into launch readiness, content and training quality, QA scoring integrity, workforce health, and downstream member impact.
• Translate complex member-facing systems and workflows into enablement priorities.
• Connect knowledge, training, quality, and staffing outputs to team accuracy, quality, and experience metrics.
• When outcomes do not improve, identify the cause and reallocate effort accordingly.
• Identify and eliminate low-leverage manual work.
• Sponsor process and tooling improvements, including AI-enabled content and workflow automation, that increase accuracy and efficiency while enabling the organization to scale.
• Operate independently across concurrent cross-functional initiatives, represent Enablement as a decision-maker, build peer relationships with member-facing leaders, triage and challenge requests when needed, escalate with recommendations, and keep stakeholders informed about changes and results.

Benefits

• Access to low-cost, high-quality health care options through Collective Health and Kaiser (due to coverage limitations, Kaiser is currently only available in CA & CO)
• Access to a 401k to help save for the future
• Vacation policy to rest and recharge
• 8 days of fully-paid sick leave, to take the time to heal and or recover
• Family-friendly benefits, including 12 weeks of parental leave for non-birthing parents and 18-20 weeks for birthing parents; 2-week ramp-up period for when employees return from a leave of 6 weeks or more; as well as employer-paid short-term and long-term disability, employer-sponsored life insurance, fertility and caregiving benefits.
• Well-rounded wellness benefits including free and low cost mental health resources and financial wellbeing support services
• Education benefits and tuition assistance to help your future development and growth
• Stock options

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed