Manager, Onboarding & Manager Enablement

What This Role Is

·       A builder role focused on designing onboarding, manager enablement, and internal learning systems from the ground up

·       A hands-on role expected to personally design frameworks, pilot programs, and MVPs

·       A cross-functional role that partners with country leaders, functional leaders, HR, and managers rather than owning all training delivery

·       A role focused on practical adoption, not theoretical learning design

What This Role Is Not

·       A traditional L&D administrator role

·       A centralized owner of all training delivery or course creation

·       A compliance-driven HR operations role

·       A role focused on maintaining existing programs

Key Responsibilities

Onboarding Design & Implementation

·       Design a modular onboarding framework that includes:

o   A global company core

o   Country-specific onboarding components

o   Role-based onboarding playbooks

·       Partner with managers and functional leaders to document real workflows, expectations, and success criteria

·       Define outcome-based 30/60/90-day ramp expectations for key roles

·       Pilot onboarding experiences and iterate based on feedback and outcomes

Manager Enablement

·       Design and launch a first-generation manager enablement program focused on:

o   Setting expectations and outcomes

o   Coaching and feedback

o   Running effective 1:1s

o   Managing performance and accountability

o   Managing across cultures and geographies

·       Create practical manager tools (templates, checklists, conversation guides) that integrate into day-to-day work

·       Support managers, especially first-time managers, with clear guidance and resources

Internal Learning & Knowledge Systems

·       Build a simple, intuitive internal learning and knowledge hub where employees can:

o   Learn how the company works

o   Understand other functions and roles

o   Stay current on tools, strategy, and organizational changes

·       Curate internal and external learning resources rather than creating everything from scratch

·       Ensure content is lightweight, discoverable, and relevant

Collaboration & Change Management

·       Partner with HR, country leaders, and functional leaders to drive adoption

·       Influence without direct authority through trust and clarity

·       Communicate clearly with technical and non-technical audiences

·       Share progress, learnings, and recommendations with leadership

What Success Looks Like

·       New hires ramp faster and with less manager overhead

·       Managers have clearer expectations and practical tools

·       Employees know where to go to learn about other parts of the company

·       Onboarding quality feels more consistent across teams and countries

·       The systems you build are actively used and improved over time

Required Qualifications

Experience

·       Experience building or significantly improving onboarding, enablement, or training programs

·       Experience working cross-functionally with managers and business leaders

·       Comfort operating in ambiguous environments and building from scratch

·       Experience in distributed or multi-country organizations preferred

Program Design & Execution

·       Strong systems thinking and program design skills

·       Ability to balance speed, quality, and practicality

·       Comfort piloting, iterating, and learning quickly

Communication & Influence

·       Strong written and verbal communication skills

·       Ability to explain concepts clearly and pragmatically

·       Collaborative working style with comfort influencing without authority

Preferred Qualifications

·       Background in HR, operations, consulting, or organizational development

·       Experience supporting first-time managers

·       Familiarity with knowledge-management or learning platforms (especially SharePoint)

Experience working with global teams