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The Global Employee Enablement Advisor, Senior Manager is the strategic employee learning partner and first point of contact for multiple functions and teams including Finance, Strategy & Operations, Legal, Marketing, HR, Executive Administration, and Corporate Operations.
This Advisor, Senior Manager must simultaneously hold the context, priorities, and enablement roadmaps of seven distinct business functions, navigating competing timelines, different capability maturity levels, and varied stakeholder cultures, while maintaining the credibility and trust of each. The Employee Enablement Advisor, Senior Manager diagnoses skill gaps, aligns learning solutions to KPIs, and serves as the accountable owner for employee enablement outcomes across all supported functional teams.
Rather than fielding and satisfying ad hoc requests, the Employee Enablement Advisor, Senior Manager ensures each employee enablement initiative begins with a clear understanding of the business problem, a validated skill gap, and an agreed upon definition of success before anything is designed or delivered.
This role also brings a portfolio-level view of enablement, actively managing employee learning prioritization across functions, identifying shared enablement opportunities, and making transparent trade-off decisions when capacity and resources require it.
A Typical Day in the Life Includes:
- Build and maintain trusted relationships with Corporate leadership, HR business partners, Accountable Role Owners, and other key stakeholders.
- Proactively identify skill gaps, performance challenges, and employee enablement opportunities.
- Represent each of the functions' enablement needs in planning cycles and prioritization conversations.
- Manage an active portfolio of enablement initiatives across seven functions simultaneously, making deliberate prioritization decisions and communicating trade-offs transparently to functional leaders and the VP.
- Identify shared capability needs and proactively propose consolidated or enterprise-wide solutions where appropriate, reducing duplication and maximizing impact.
- Define the capability-specific employee learning approach and recommended interventions, then partner with Infor U COEs and Global Employee Enablement Programs & PM and Delivery teams to execute.
Basic Qualifications:
- Translate business goals and functional KPIs into multimodal learning journeys
- Incorporate third-party content, internal programs and courses, embedded workflow learning, and peer development.
- Ensure skills mapping and learning paths reflect what employees need to be effective in their roles.
- Collaborate with Infor U portfolio team and the broader Learning Governance team for content development as needed.
- Define success metrics up front, including which KPIs will move and by how much.
- Track and report on skill development, performance outcomes, and business impact, beyond baseline completion rates.
- Bring learning effectiveness data back to functional leadership teams and accountable role owners through regular review cadences in partnership with the Learning Experience & Engagement team.
- Legal authorization to work permanently in the United States for any employer without requiring a visa transfer or visa sponsorship.
Preferred Qualifications:
- Experience in learning and development, HR consulting, or organizational effectiveness, with demonstrated experience supporting multiple business functions or a broad portfolio of stakeholders simultaneously, preferred.
- Consulting skills, including needs assessment, root-cause diagnosis, and solution design grounded in business context.
- Stakeholder management, negotiation, mediation, and respectful challenge skills with business leaders and senior executives.
- Experience proposing and implementing high-value, multimodal learning solutions beyond traditional instructor-led training.
- Comfort with data, including defining KPIs, measuring outcomes, and translating learning impact into business language.
- Experience working in and/or supporting multiple distinct business functions (e.g., Finance, Legal, HR, Marketing) is strongly preferred; the ability to quickly build credibility across functions is essential.
- Demonstrated ability to manage a complex, multi-stakeholder portfolio, including balancing competing priorities, making visible trade-off decisions, and maintaining strong relationships across functions while delivering equitable levels of service.
- Familiarity with Principle Based Management (PBM) is helpful, including applying its dimensions in daily advisory work and grounding recommendations in mutual benefit and contribution.
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Infor
Aug 02, 2026