Manager, Enablement

Job description

To thrive as a company and meet our impact goals, we must cultivate a culture of high-performance. You can read about our culture principles here.

We know managers are often the single-largest driver of employee satisfaction and growth, and our talent is our biggest asset. Because of that, we’ve identified consistent expectations for all of Guild’s people managers — helping you know what to expect from your experience here.

If you are an Internal Candidate, please apply via our Internal Job Board.

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Guild is hiring a Manager, Enablement to lead the strategic development, people management, and day-to-day operation of our Member-Facing Enablement organization within Member Operations, spanning Knowledge Management, Training, Quality Assurance, and Workforce Management. The position centers on people and program management and is accountable for the efficiency and accuracy of the enablement functions it leads. Success is measured by how enablement outcomes, including content accuracy, training effectiveness, QA scoring integrity, and workforce planning, improve the experience and accuracy scores of the cross-functional, member-facing teams we support. This role operates autonomously across multiple concurrent initiatives and requires a strong grasp of the complex systems and workflows in which those teams work.

As the Manager, Enablement, you will:

• Lead a small team of Leads across Knowledge Management, Training, Quality Assurance, and Workforce Management, including senior individual contributors and/or managers. Apply the Guild Manager Method to set clear expectations, coach strategic growth, and help each lane move from planning to measurable results.

• Own formal people-management decisions for direct reports, including goals, performance calibration, development plans, promotion recommendations, and, when needed, performance improvement or separation decisions. Clarify ownership and decision rights, identify risks early, and reinforce accountability and follow-through.

• Establish the enablement function's operating rhythm through regular initiative health checks, 1:1s, cross-lane reviews, quarterly planning, and portfolio audits. Prioritize fewer, well-scoped initiatives and re-scope or stop work that is stalled or low impact.

• Manage multi-lane programs and projects, such as partner launches and tooling migrations, from intake and scoping through sequencing, dependency management, rollout, stakeholder communication, delivery, and measurement, using Guild's standard project tools.

• Maintain and evolve the enablement measurement framework, health scorecards, and reporting cadence so leadership has self-service visibility into launch readiness, content and training quality, QA scoring integrity, workforce health, and downstream member impact.

• Translate complex member-facing systems and workflows into enablement priorities. Connect knowledge, training, quality, and staffing outputs to team accuracy, quality, and experience metrics. When outcomes do not improve, identify the cause and reallocate effort accordingly.

• Identify and eliminate low-leverage manual work. Sponsor process and tooling improvements, including AI-enabled content and workflow automation, that increase accuracy and efficiency while enabling the organization to scale.

• Operate independently across concurrent cross-functional initiatives, represent Enablement as a decision-maker, build peer relationships with member-facing leaders, triage and challenge requests when needed, escalate with recommendations, and keep stakeholders informed about changes and results.

You may be a strong fit if you have

• You bring at least three years of direct people-management experience in enablement, training, knowledge management, quality assurance, or operations strategy.

• You have led complex, cross-functional programs from intake through rollout and measurement. You can set direction, negotiate priorities, coordinate dependencies, and keep teams focused on successful delivery.

• You can manage several initiatives independently, stay effective through ambiguity and frequent change, and keep leaders informed with clear recommendations.

• You use data to understand why performance is falling short, whether the cause is content, training, quality, or workforce capacity, and adjust the team's focus in response.

• You understand complex member- or customer-facing systems and can translate them into practical priorities for knowledge, training, quality, and staffing. You can also connect those priorities to downstream experience and accuracy measures.

Additional experience

• You have experience managing: senior individual contributors, or business process owners across more than one discipline, such as knowledge management, training, quality assurance, or workforce management.

• You have used AI-enabled content or process automation and sponsored tooling changes that reduce manual work at scale.

• You have built or maintaine

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