Sr. Manager, Learning & Enablement

Be the one building AI-powered experiences where they matter most.

At Genesys, we help organizations create better customer experiences through AI-powered experience orchestration. Our platform connects people, systems, data and AI to help organizations deliver more personalized service, improve operational efficiency and build stronger customer relationships.

Help build, support and operate technology used by more than 8,000 organizations in over 100 countries – moving AI from possibility to production in real-world enterprise environments every day.

Job Title: Senior Manager, Learning & Enablement

Location: Remote U.S. - NOTE: This role may be based in any U.S. time zone. Because the position manages a globally distributed team, regular availability for meetings between 6:00am–8:00 a.m. Pacific Time is required to support synchronous collaboration across EMEA and APAC.

Department: HR - Talent Development

Reports To: Director of Learning & Enablement

Overview

The Senior Manager, Learning & Enablement leads a global team responsible for translating business and Talent Development priorities into scalable capability-building solutions. This role combines people leadership, learning strategy, performance consulting, and operational leadership to support core Talent Development programs, enterprise transformation initiatives, and selected functional priorities.

The Senior Manager will build the team’s capability and capacity, establish consistent approaches to learning design and delivery, and strengthen partnerships with learning and enablement owners across Genesys. Through these efforts, the role will help accelerate adoption, improve performance, and build sustainable organizational capability.

Key Responsibilities

Team Leadership & Capability Development

• Lead, coach, and develop a small global team of learning & enablement partners, learning specialists, and instructional designers.
• Translate business and Talent Development priorities into clear team goals, resource plans, and delivery expectations.
• Allocate team capacity across core Talent Development programs, enterprise transformation initiatives, and high-priority functional needs.
• Build the team’s capabilities in performance consulting, learning and enablement design, program management, and stakeholder partnership.
• Foster a culture of accountability, collaboration, experimentation, quality, and continuous improvement.

Enterprise Learning & Enablement Strategy

• Help define and advance a shared enterprise approach to learning and enablement, including common principles, standards, methodologies, tools, and measures of effectiveness.
• Build relationships across functional enablement teams and other learning owners to increase alignment, consistency, and reuse while respecting distributed ownership and business-specific needs.
• Provide strategic consultation to leaders, program owners, and enablement partners on capability needs, audience strategy, adoption barriers, and solution design.
• Advance modern learning practices by evaluating and sharing effective approaches, technologies, tools, and insights across the broader enablement community.

Strategic Initiative & Transformation Enablement

• Lead or oversee enablement for enterprise transformation initiatives in partnership with Enterprise Change Management, HR, Business Transformation, and functional leaders, guiding the development of integrated enablement strategies aligned with broader transformation and change plans.
• Ensure enablement plans clearly define target audiences, capability and behavior changes, delivery approaches, ownership, and measures of success.
• Represent Learning & Enablement in senior leadership and cross-functional forums, influencing decisions and driving alignment.

Functional Enablement & Consulting

• Lead the development and application of a tiered partnership model that scales Talent Development support based on each function’s enablement maturity, resources, business needs, and strategic priority.
• Provide consultation, shared frameworks, tools, and selective solution-design support for high-priority functional initiatives.
• Establish foundational HR functional enablement solutions, including functional onboarding, role readiness, and transformation support.

Operational Excellence, Tools, and Measurement

• Establish clear intake, prioritization, and engagement practices that balance business demand with enterprise priorities and available team capacity.
• Define consistent approaches to resource planning, design, development, quality assurance, a