Job Description
Enablement Director
Department: Education
Employment Type: Full Time
Location: Remote
This new role is a key part of Global Employee Enablement’s reimagined operating model and transformation, which is anchored by consultative, high impact advisory to support targeted employee learning that is deeply connected to business outcomes. The Enablement Director is a senior advisory role in Global Employee Enablement’s business-facing model and serves as the strategic employee learning partner and first point of contact for the Global Professional Services organization (GPS). GPS is dedicated to helping customers realize value from their Infor investments through expert consulting, implementation, optimization, and adoption services, supported by a diverse team of professionals across regions and industries.
The Director is also expected to help shape an interactive, mutually beneficial working relationship framework, contributing to how the advisory model evolves, setting the standard for consulting rigor across the team, and influencing a capability-specific employee learning strategy for GPS.
The Director diagnoses skill gaps, aligns learning solutions to KPIs, and holds accountability for employee enablement outcomes. Rather than fielding and satisfying ad hoc requests, the Director ensures every initiative is anchored in a clear business problem, a validated skill gap, and a measurable definition of success. Beyond individual initiatives, this role brings a long-horizon, enterprise perspective: anticipating GPS’s needs before they become performance gaps, influencing how Infor builds professional services talent at scale, and elevating the credibility and strategic relevance of Global Employee Enablement across Infor.
A Typical Day in the Life Includes:
• Be the strategic employee enablement authority for GPS
– Build and maintain trusted relationships with GPS leaders, HR business partners, Role Owner, and other key stakeholders
– Proactively identify skill gaps, performance challenges, and employee enablement opportunities, including emerging AI-fluency and future-skill needs
– Represent the GPS team’s enablement needs in Infor U planning cycles and prioritization conversations
– Operate as a trusted advisor to senior leaders on workforce capability strategy beyond learning logistics and influencing how GPS talent is upskilled and sustained over time
– Contribute to Global Employee Enablement’s operating model and advisory methodology, sharing patterns, frameworks, and lessons from GPS to raise the standard of practice across the full Enablement Advisor team
• Lead with consulting
– Conduct thorough needs assessments using structured diagnostic frameworks before recommending a solution
– Challenge requests that will not address the root cause, and redirect toward innovative solutions that will
– Co-define and co-own the employee capability strategy with GPS leadership, translating long-range goals into forward-looking learning architectures, then partner with Infor U COEs and Global Employee Enablement Programs & PM and Delivery teams and the business to execute
• Recommend Capability-aligned learning solutions
– Translate business goals and GPS KPIs into multimodal, best-in-class, impactful learning journeys that build AI fluency and the future-ready skills GPS will need to thrive
– Incorporate third-party content, AI-powered learning tools, internal programs and courses, embedded workflow learning, and peer development to rapidly accelerate employee readiness
– Ensure skills mapping and learning paths reflect what GPS employees need to be effective in their roles
– Collaborate with Infor U instructional designers and the broader Learning Governance team for content development as needed
• Own outcomes
– Define success metrics up front, including which KPIs will move and by how much
– Routinely track and report on skill development, performance outcomes, and business impact, beyond rudimentary completion rates
– Bring learning effectiveness data back to GPS leaders through regular review cadences in partnership with the Learning Experience & Engagement team
– Connect GPS enablement outcomes to broader business performance narratives, contributing insights on workforce capability to VP and C-suite conversations about talent retention and acceleration
– Set the measurement bar for the Enablement Advisory team by piloting and socializing advanced learning approaches, moving the practice beyond surface-level completion metrics toward demonstrated behavior change and business impact
• Shape enterprise capability strategy for GPS
– Develop and maintain a multi-year, skills-first roadmap for GPS, in partnership with the GPS Skills Transformation team, and aligned to Infor’s strategy and talent goals, reviewed bi-annually with senior GPS leadership
– Anticipate future skill demands driven by market and technology shifts and proactively design enablement responses before gaps become performance liabilities
– Partner with GPS leaders, HR, and Talent Acquisition to integrate enablement strategy with workforce planning, ensuring learning and talent decisions are coordinated and mutually reinforcing
• Coordinate the employee enablement ecosystem for GPS
– Brief Programs & PM and Delivery teams on solution and delivery expectations
– Provide feedback to the Delivery team on learning effectiveness and learner engagement
– Flag potential Supervisor Enablement needs to the Supervisor Enablement team for integrated planning
Basic Qualifications:
- A demonstrated background of experience within learning and development, HR consulting, organizational effectiveness, or a software, ERP, or consulting business environment, with a significant portion in senior or strategic advisory roles that involved direct influence on business leaders and long-range workforce planning, strongly preferred
- Strong understanding of professional services roles, skills, and business models, with the ability to connect current capability requirements to emerging future-skill needs
- Superior consulting skills, including needs assessment, root-cause diagnosis, and solution design grounded in business context; recognized internally and externally as a thought leader in employee enablement, capable of shifting how leaders think about capability building, beyond satisfying requests.
- Strong 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 ILTs and programs
- Comfort with data, including defining KPIs, measuring outcomes, and translating learning impact into business language
- Familiarity with learning platforms and tools such as LMS, Udemy, etc. is a plus
- Proven ability to influence at senior leadership levels, shape strategic narratives, and build the organizational credibility needed to drive long-term change in how a large, complex, multi-region function approaches talent development
- Track record of building multi-year capability roadmaps and seeing them through to measurable outcomes
- Familiarity with Principle Based Management (PBM) is helpful, including applying its dimensions in daily advisory work and grounding recommendations in mutual benefit and contribution
