Sr. Manager, Learning & Enablement

Genesys•Raleigh, NC

1d•$133,500 - $234,900•Remote

About The Position

The Senior Manager, Learning & Enablement leads a small global team responsible for how Talent Development designs, builds, and delivers learning and capability-building solutions across the business. A defining focus is modernizing the team’s work in the age of AI by rethinking its operating model from intake through delivery and identifying how AI and emerging learning technology can change the work, not just accelerate existing processes. The role also serves as a performance consultant and strategic program lead, partnering with stakeholders to diagnose capability gaps, shape learning strategy, and manage key initiatives end to end as needed. The successful candidate will combine the ability to advise leaders on complex capability challenges with the ability to redesign team operations for greater speed, consistency, and scale. This is a remote role based anywhere in a U.S. time zone. Because the role leads a globally distributed team, regular availability for meetings between 6:00 and 8:00 a.m. Pacific Time is required to support synchronous collaboration across EMEA and APAC. The position is in HR – Talent Development and reports to the Director of Learning & Enablement.

Requirements

8+ years of experience in Learning and Development, Talent Development, Organizational Development, or a related field, including demonstrated experience modernizing or redesigning how a team’s work gets done.
2+ years of direct people-management experience; experience leading geographically dispersed learning, instructional design, enablement, or talent professionals is preferred within this qualification.
Experience using technology, automation, or AI-enabled tools to redesign team workflows, not merely speed up existing processes.
Experience leading complex learning and enablement initiatives in a global, matrixed organization.
Solid grounding in learning design, instructional design, facilitation, and adult learning principles sufficient to lead learning professionals and set a credible quality bar.
Experience managing multiple concurrent priorities and allocating team capacity across competing business needs in a fast-paced environment.
Ability to see how AI and new technology can change how work gets done, not only make existing workflows faster.
Systems-thinking ability to identify opportunities to simplify, standardize, or fundamentally redesign end-to-end workflows.
Experience building operating mechanisms such as standards, workflows, tools, and practices that make a team faster, more consistent, and more scalable.
Experience leading people through meaningful changes in how their work is done while balancing accountability with experimentation.
Credibility in learning and development, with strength and interest in operational and transformation work.
Ability to move between different kinds of work and teams, learn new areas quickly, and adjust approach as needs change.
Ability to represent the work and contribute directly, earning trust across organizational levels and demonstrating presence.

Nice To Haves

Experience in a high-growth SaaS or AI-driven technology company.
Experience leading or contributing to operating model redesign, process improvement, or workflow automation, within or outside of L&D.
Direct experience experimenting with AI-native learning platforms, adaptive learning, AI coaching or tutoring, or learning workflow automation.
Experience building or leading an internal learning consulting or enablement-as-a-service model.
A background in instructional design or L&D combined with an operations, technology, or product mindset.

Responsibilities

Lead, coach, and develop a small global team of instructional designers and learning specialists, setting priorities and expectations and fostering accountability, collaboration, experimentation, quality, and continuous improvement.
Build team capabilities as roles and technology evolve, and support genuine adoption of AI-enabled ways of working rather than layering tools onto old processes.
Allocate team capacity across core Talent Development programs, enterprise transformation initiatives, and high-priority functional needs.
Lead the shift toward an AI-informed operating model across intake, needs analysis, design, development, SME collaboration, prototyping, personalization, and quality assurance.
Identify, pilot, and evaluate approaches such as AI-native learning platforms, adaptive learning, conversational or coaching-based learning experiences, and workflow automation; determine which approaches merit scaling.
Help the team evolve its skills and roles as workflows change, shifting time toward experience design, stakeholder consulting, facilitation, curation, and judgment-based work.
Map the team’s end-to-end workflow and identify opportunities to simplify, standardize, or automate it.
Build and own operating mechanisms—including standards, workflows, tools, and team practices—that improve speed, quality, consistency, and capacity.
Guide adoption and effective use of learning technology and tooling, and use relevant measures to assess whether changes are working.
Partner across a distributed learning and enablement ecosystem to increase alignment, consistency, and reuse without directly owning every initiative.
Advise leaders and enablement partners on modern practices and help establish a consistent operating model across a broader practitioner community.
Develop scalable channels, people, content, and tools that extend learning and enablement beyond what the core team can deliver directly.
Provide selective enablement support for enterprise transformation initiatives and high-priority functional needs in partnership with Transformation, Change Management, HR, and functional leaders.
Define and apply a tiered partnership model to scale support for customers with varying levels of in-house enablement capability.
Partner with stakeholders to diagnose capability gaps, shape learning strategy, and lead key initiatives end to end when needed.

Benefits

Medical, dental, and vision insurance.
Telehealth coverage.
Flexible work schedules and work-from-home opportunities.
Development and career growth opportunities.
Open Time Off in addition to 10 paid holidays.
401(k) matching program.
Adoption assistance.
Fertility treatments.
Paid volunteer time.
August Free Fridays.
Well-being resources and regionally tailored programs for employees and their families.
Mentorship, learning programs, leadership development, and education support.