Senior Leader Enablement Advisor

Q2 • Austin, TX

2d • Hybrid

About The Position

The Senior Leader Enablement Advisor is a strategic talent practitioner responsible for owning and elevating how managers and leaders perform across the enterprise. This role sits at the intersection of people strategy, organizational effectiveness, and emerging AI-powered tooling — designing the systems, diagnostics, and experiences that turn good managers into great ones. This role partners closely with HR Business Partners, senior leaders, and the broader Talent team to build and scale the capabilities the organization needs to grow. Success means our leaders are visibly better at their jobs.

Requirements

• 8+ years in Talent Management, Leadership Development, or Organizational Effectiveness — with a track record of directly coaching managers and senior leaders, not just designing programs for others to deliver
• A coach’s mindset: energized by the hard, iterative work of changing behavior
• Deep experience with performance management philosophy and practice — goal-setting frameworks, calibration, feedback culture, and competency model design and activation
• Experience designing or deploying AI-powered HR tools or manager-facing technology; comfort experimenting with emerging tools and evaluating them critically
• Skilled facilitator; able to deliver workshops and 1-on-1 development experiences to managers and senior leaders, and comfortable giving direct developmental feedback
• Analytically minded — comfortable working with people data, interpreting diagnostic results, and building business cases for investment
• Highly consultative; builds trust quickly with leaders at all levels, navigates organizational dynamics well, and knows when to push and when to pull
• Fluent written and oral communication in English
• Authorized to work for any employer in the U.S.

Nice To Haves

• Success in the first 12–18 months looks like: Leaders across the organization are visibly stronger coaches — 1-on-1s, performance conversations, and team development practices have measurably improved
• The manager competency model is live, actively referenced, and integrated into performance and development conversations — not sitting in a document
• An AI-powered manager copilot or decision-support tool has been piloted, with a clear adoption strategy in motion
• Leadership diagnostics are being used to drive personalized development — leaders have plans, and there is follow-through on them
• The performance and goal-setting cycle runs smoothly, with strong manager participation and visible improvement in quality cycle over cycle
• HRBPs view this role as a trusted, go-to partner for manager effectiveness issues

Responsibilities

• Own the enterprise performance and goal-setting cycle end-to-end: design, calendar, communications, manager enablement, and continuous improvement between cycles
• Partner with HRBPs to flag and address manager effectiveness issues early; act as a trusted advisor when leaders are struggling
• Integrate Q2’s Cultural Competencies “Success Circle” with leadership development, capability models, performance expectations, and manager/leader enablement
• Serve as a development partner for leaders across the organization — delivering 1-on-1 coaching, group sessions, and in-the-moment guidance with consistent follow-through
• Improve how leaders run their 1-on-1s, team meetings, and performance conversations; provide direct, specific feedback and tools to raise the bar on quality
• Build and continuously refine the manager competency model; ensure leaders actively use it to self-assess, set development goals, and track progress over time — not just during review cycles
• Build a suite of performance coaching tools — conversation guides, feedback frameworks, and developmental playbooks — that embed coaching habits into everyday manager workflows
• Develop and administer leadership diagnostics (360s, assessments, pulse surveys); translate data into personalized development plans and hold leaders accountable to following through
• Curate and maintain a vetted network of external executive coaches; work with HRBPs to match leaders to coaches based on development needs and diagnostic findings; oversee engagement quality and outcomes
• Design, pilot, and scale AI-powered manager copilots and decision-support tools; develop a change management strategy to drive broad adoption and measurable behavior change
• Identify skill and behavior gaps across manager populations; source, design, or curate high-quality training — both internal and external — tied directly to those gaps
• Partner with People Analytics to establish measurement strategies and tracking mechanisms
• Partner with the India L&D team to ensure leader and manager enablement experiences are cohesive and consistently delivered across geographies — same core frameworks and outcomes, thoughtfully adapted for regional context where appropriate
• Establish a consistent collaboration cadence with the India L&D team to align on leadership development priorities, share enablement resources, and surface gaps or inconsistencies in how programs land across regions
• Co-develop or localize manager and leadership enablement content with the India L&D team as needed, ensuring quality and consistency without creating redundant or misaligned programs
• Facilitate cross-regional retrospectives and working sessions to share what is working, identify gaps, and continuously improve the global leader enablement experience

Benefits

• Hybrid Work Opportunities
• Flexible Time Off
• Career Development & Mentoring Programs
• Health & Wellness Benefits, including competitive health insurance offerings and generous paid parental leave for eligible new parents
• Community Volunteering & Company Philanthropy Programs
• Employee Peer Recognition Programs – “You Earned it”

What This Job Offers

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