Senior Manager, Skills Strategy & Enablement

Land O'Lakes

4d•$123,920 - $185,880

About The Position

The Senior Manager, Skills Strategy & Enablement is responsible for translating the enterprise skills vision into practical, scalable solutions embedded across talent, learning, and workforce processes. This role activates the enterprise skills framework (taxonomy, definitions, and proficiency levels), partners across HR and the business to integrate skills into core systems (e.g., Workday, LMS/LXP) and enables leaders to use skills data to make better decisions on hiring, development, mobility, and workforce planning. The role also leads governance, measurement, and change efforts to ensure skills are actively used—not just defined. This leadership role is a key part of the Enterprise Learning team and has oversight to learning technology and learning operations.

Requirements

10+ years in learning, talent, workforce strategy, or organizational development.
Demonstrated experience in skills‑based projects that include broader HR initiatives e.g. Recruitment, Internal Mobility and Career Pathing
Strong people leadership experience (3+ years), including developing managers or senior professionals.
Experience in learning technology and learning operations in a complex organization.
Ability to translate strategy into practical, scalable execution.
Strong enterprise influence, stakeholder management, and change leadership skills
Strong project and program management experience

Nice To Haves

Experience working within a skills taxonomy or skills intelligence platform.
HR Business Partner Experience with strong working knowledge of Learning & Development and Talent Management
Exposure to career architecture, workforce planning, or talent marketplace models.
Experience operating at enterprise scale in a matrixed organization.

Responsibilities

Lead efforts to enable enterprise skills strategy, skills activation, learning platforms, and operational governance, setting clear priorities, and building specialized capability across skills, platforms, and operations.
Activate and scale the enterprise skills framework (taxonomy, skill definitions, and proficiency levels) and operating model, translating strategy into practical use across talent and learning processes.
Build strong partnerships across HR (Talent COE, HR Technology and Analytics) and the business and external partners to pilot, scale, and sustain skills-based skills-powered practices (e.g., job architecture, career pathing, development planning, and talent mobility).
Partner with HR, Talent COEs and the business to support and maintain a skills governance model (taxonomy updates, standards, definitions/levels, and data quality) that supports current and future business strategy while balancing enterprise consistency with business unit needs.
Use skills data and insights to identify gaps, prioritize learning investments, and inform workforce planning, hiring, internal mobility, and career pathways.
Ensure learning platform and skills integration in learning management system is effective in defining skills development and proficiency assessment
Oversee learning pathways, and experiences are intentionally designed to build skills, not just deliver content.
Partner with content owners and external vendors to ensure offerings support skill development and application.
Lead, coach, and develop a team responsible for skills enablement, learning operations, and learning technology.
Provide strategic oversight of learning technology platforms (e.g., LMS/LXP, skills platforms) to ensure they support the skills ecosystem.
Lead learning operations team, including program logistics, team coordination, stakeholder enablement and communications, budget oversight, and performance measurement.
Manage budget planning and investment optimization across skills enablement, learning technology, content, vendors, and delivery resources, identifying opportunities for cost-to-value tradeoffs and reinvestment.
Lead enterprise learning and skills communities of practice and support advisory forums/councils to ensure business alignment, accelerate adoption, and position skills as a business tool—not just an HR initiative.