Senior Manager, Organizational Learning & Talent Enablement

Senior Manager, Organizational Learning & Talent Enablement (US)

Remote

Harrisburg, Pennsylvania

Durham, North Carolina

Full time

Posted Today

JR103146

Who we are

We’re a global, midsize CRO that pushes boundaries, innovates and invents because the path to a cure for the world’s most persistent diseases is not paved by those who play it safe. It is built by those who take pioneering, creative approaches and implement them with quality and excellence.

We are Worldwide Clinical Trials, and we are a global team of over 3,500+ experts, bright thinkers, dreamers and doers and, together, we are changing the way the world experiences CROs – in the best possible way.

Our mission is to work with passion and purpose every day to improve lives and we are looking for others who value this same pursuit.

Why Worldwide

We believe everyone plays an important role in making a world of difference for patients and their caregivers. From our hands-on, accessible leaders, to our cohesive and supportive teams, we are committed to enabling professionals from all backgrounds and experiences to succeed. We prioritize cultivating a diverse and inclusive environment that continues to promote collaboration and creativity. We are proud to be a workplace where people thrive by being themselves and are inspired to do their best work every day. Join us!

What the Senior Manager, Organizational Learning & Talent Enablement does at Worldwide

The Senior Manager, Organizational Learning & Talent Enablement leads enterprise learning operations, functional and technical training support, compliance training governance, performance management, and talent enablement. This role provides strategic oversight, process governance, and operational leadership to strengthen workforce capability, support regulatory expectations, and enable scalable business performance.

The role partners with HR, Quality, Compliance, IT, functional leaders, business stakeholders, and executive sponsors to align learning systems, audit readiness, performance processes, and talent practices to enterprise priorities. The Senior Manager leads through direct reports and team members, ensuring day-to-day execution is clearly owned while maintaining accountability for strategy, risk management, executive relationship management, stakeholder alignment, and continuous improvement.

What you will do

Strategic Leadership & Governance

• Lead strategy, governance, and continuous improvement for learning operations, compliance training support, performance management, and talent enablement.
• Oversee enterprise training operations, LMS governance, audit readiness support, and related process execution through direct reports and team members.
• Partner with leaders, executive sponsors, and stakeholders to identify capability needs, training priorities, process risks, and scalable solutions.
• Establish clear roles, responsibilities, standards, and operating processes for learning, training, audit support, and talent initiatives.
• Serve as a strategic advisor on training operations, compliance and technical training enablement, performance processes, talent practices, and change adoption.
• Demonstrate executive presence by communicating with clarity, credibility, and sound judgment in leadership discussions, decision forums, and cross-functional initiatives.

Compliance Training & Learning Operations

• Oversee compliance training administration, audit readiness support, and related governance processes with Quality, Compliance, HR, and business process owners.
• Provide leadership for required training assignment, tracking, reporting, documentation, and LMS administration.
• Ensure training processes are accurate, timely, auditable, and aligned with procedural, regulatory, and inspection-readiness expectations.
• Guide direct reports and team members responsible for audit coverage, process oversight, documentation, issue resolution, and follow-through.
• Partner with process owners to clarify training requirements, audiences, curricula, equivalencies, completion expectations, and documentation standards.
• Identify opportunities to streamline processes, reduce manual effort, improve data integrity, and strengthen audit readiness.

Functional and Technical Training Enablement

• Oversee the design, deployment, and sustainment of functional and technical training programs across business areas.
• Partner with functional leaders, SMEs, Quality, Compliance, and stakeholders to translate role-, system-, process-, and compliance-based needs into practical training solutions.
• Ensure materials, curricula, documentation, and delivery approaches align with learner needs, workflows, regulatory expectations, and business readiness.
• Guide training plans, learning paths, system training, job aids, communications, learner support, and stakeholder readiness activities.
• Ensure execution is appropriately delegated, monitored, and supported through clear ownership and timelines.

Learning Systems, Data, and Process Improvement

• Oversee learning systems, training data, LMS processes, audit-support workflows, and related operations.
• Use data and reporting to monitor completion, identify risks, assess process performance, support audit readiness, and inform decisions.
• Lead process improvements that enhance training administration, curriculum governance, documentation quality, stakeholder engagement, and operational efficiency.
• Ensure learning operations are scalable, consistent, auditable, and aligned with global business needs.
• Leverage technology, automation, analytics, and emerging practices to modernize learning delivery and compliance training support.

Performance Management

• Support enterprise performance management processes, tools, communications, and stakeholder readiness.
• Partner with HR and business leaders to drive consistent understanding and execution of performance expectations.
• Provide resources and enablement for goal setting, check-ins, year-end processes, and related activities.
• Use feedback and data to improve adoption, clarity, consistency, and effectiveness.

Talent Management

• Support talent reviews, succession planning, calibration, leadership pipeline visibility, and related enablement activities.
• Partner with HR and business leaders to support consistent execution of talent processes.
• Develop tools, resources, communications, and enablement materials that help leaders make informed talent decisions.
• Use workforce and talent data to identify capability needs, succession risks, and development opportunities.
• Contribute to continuous improvement of enterprise talent practices and supporting resources.

Executive Relationship Management, Stakeholder Engagement & Change Enablement

• Build trusted relationships with executive sponsors, HR, Quality, Compliance, IT, business leaders, and functional stakeholders to align and support learning and talent initiatives.
• Manage executive and senior stakeholder relationships with professionalism, discretion, credibility, and a clear understanding of business priorities.
• Facilitate working sessions and planning forums to clarify expectations, resolve gaps, align decisions, and drive accountability.
• Support change management by equipping leaders, managers, and employees with the information, tools, and resources needed for adoption.
• Communicate priorities, timelines, decisions, risks, trade-offs, and required actions clearly and proactively to senior leaders and cross-functional partners.
• Represent Organizational Learning & Development in cross-functional initiatives, governance forums, and enterprise projects with strong executive presence.

Team Leadership

• Lead, coach, and develop team members responsible for learning operations, training administration, audit coverage, compliance training support, functional/technical training enablement, process oversight, and talent processes.
• Set clear priorities, expectations, decision rights, and accountabilities to ensure high-quality execution and stakeholder support.
• Ensure direct reports have defined ownership for day-to-day execution, including audit support, process tracking, documentation, issue resolution, and follow-through.
• Foster a collaborative, service-oriented, and continuous improvement mindset.
• Align team capacity, p