Manager, Transformation Learning and Engagement

DigiKey•Bloomington, MN

1d•Onsite

About The Position

The Manager, Transformation Learning and Engagement leads workforce enablement and learning strategy for enterprise transformation initiatives. The role prepares employees, managers, and business units to adopt new processes, technologies, roles, and ways of working. It leads learning professionals assigned to priority initiatives and establishes standards, governance, and scalable practices across the transformation portfolio. The Manager partners closely with the Senior Change Manager so learning and enablement align with change strategy, stakeholder engagement, communications, leader and manager enablement, readiness, adoption, and reinforcement. The position collaborates with the Transformation Office, project and product teams, business leaders, process owners, communications, Learning and Development, and subject matter experts. After implementation, the Manager transitions learning assets and sustainment and performance-support ownership to business and operational owners. The role follows the company’s onsite policy for leaders of people: in the office Monday, Wednesday, and Thursday. Work is primarily performed at a desk or in an office environment.

Requirements

Bachelor’s degree in Organizational Development, Education, Human Resources, Business, Learning and Development, Communications, or a related field, or equivalent relevant experience.
At least 7 years of experience in learning and development, organizational change, business transformation, performance consulting, training leadership, or related disciplines.
At least 3 years of experience leading enterprise learning, enablement, or training programs and directing the work of employees, project teams, or matrixed resources.
Experience supporting enterprise technology implementations, organizational transformations, or other complex, large-scale change initiatives.
Knowledge of adult learning, instructional design, learning transfer, performance support, accessibility, facilitation, and learning evaluation.
Experience translating change impacts and future-state processes into workforce-readiness, role-based learning, proficiency, adoption, and sustainment plans.
Experience using agile or iterative design and delivery practices, continuous improvement methods, and feedback loops to improve learning solutions.
Experience defining and using readiness, competency, proficiency, adoption, correct-use, time-to-proficiency, stabilization, or operational-performance measures.
Experience collaborating with change managers, project or product leaders, process owners, subject matter experts, communications partners, and senior stakeholders.
Strong people leadership, consulting, facilitation, communication, stakeholder management, program management, and prioritization capabilities.
Ability to manage ambiguity, competing priorities, interdependencies, and risk in an enterprise transformation environment.
Proficiency with Microsoft 365 applications, virtual collaboration tools, and learning technologies.
Must be authorized to work in the U.S. without employment-based immigration sponsorship now or in the future.

Nice To Haves

Experience building and managing train-the-trainer, facilitator certification, communities of practice, or distributed learning-delivery models.
Experience supporting ERP, CRM, OMS, AI, or other enterprise platforms and process transformations.
Knowledge of structured change management methodologies and how learning integrates with communications, sponsorship, manager enablement, resistance management, readiness, and adoption.
Experience with learning experience platforms, learning management systems, digital adoption platforms, authoring tools, simulation tools, or learning analytics.
Certification or demonstrated proficiency in change management, instructional design, program or project management, agile delivery, performance consulting, accessibility, or learning evaluation.

Responsibilities

Develop and oversee integrated transformation enablement strategies addressing workforce impacts, role readiness, learning, manager enablement, performance support, reinforcement, adoption, and sustainment.
Partner with the Senior Change Manager to align enablement activities with change strategy, stakeholder plans, communications, sponsor and manager actions, resistance management, readiness milestones, and adoption outcomes.
Lead learning needs analysis, translating change impacts, future-state processes, role expectations, and performance requirements into audience-specific capability and proficiency needs.
Apply adult learning concepts to create inclusive and effective learning experiences.
Use performance consulting to identify whether training or other interventions—such as job aids, process changes, leader actions, system support, coaching, or communities of practice—are appropriate.
Oversee the planning, design, development, delivery, and evaluation of role-based learning journeys, facilitator-led and digital learning, simulations, practice environments, manager toolkits, train-the-trainer programs, job aids, and in-the-flow-of-work performance support.
Establish enablement standards, methodologies, templates, quality criteria, governance, and a scalable learning framework for multiple initiatives, with fit-for-purpose tailoring.
Use agile and iterative practices, including prioritized backlogs, short design and development cycles, prototypes, pilots, learner feedback, retrospectives, and incremental releases.
Build continuous improvement into the enablement lifecycle through test-and-learn approaches, lessons learned, after-action reviews, reusable assets, communities of practice, and regular updates based on data and feedback.
Establish and monitor readiness, competency, learning effectiveness, adoption, correct-use, time-to-proficiency, reinforcement, stabilization, and operational-performance measures with project and business owners.
Evaluate effectiveness using methods such as Kirkpatrick levels, behavior observation, proficiency checks, learner confidence, knowledge or skill demonstrations, usage analytics, and business-performance indicators; recommend corrective action.
Lead intake, project qualification, prioritization, resource planning, and portfolio governance for transformation enablement work.
Manage enablement workplans, dependencies, risks, capacity, vendors, budgets, and delivery milestones; escalate barriers and adapt plans as priorities evolve.
Lead, coach, and develop learning professionals and matrixed resources; clarify roles, set quality expectations, balance workloads, and build capability in adult learning, instructional design, facilitation, evaluation, and agile delivery.
Communicate strategy, priorities, progress, risks, decisions, measures, and recommendations to project governance, leaders, and key stakeholders.
Plan and execute the transition of learning assets, facilitator capability, learner support, metrics, and sustainment responsibilities from project teams to operational owners.