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Open nowPosted 9 days agoWe saw it 27 min after it went up

Manager, Enablement

Guild7 open roles

Pay
$97,800 – $142,050 a year
Where
Denver, CO, United States
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Your applicationOpen nowManager, EnablementGuild · Denver, CO, United States

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The clock on this job

Early applications get read.

7.8% of postings close within 7 days. Measured by our own scanner across the market. Guild postings stay open a median of 29 days.

Share of postings closed within
  1. 1.7%1 day
  2. 3.5%3 days
  3. 7.8%7 days
  4. 14.6%14 days
  5. 34.1%30 days
This job: posted 9 days ago

Guild median: 29 days open

The posting

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 maintained metrics and scorecards that give leaders clear, self-service visibility into team health and impact.
  • You are familiar with tools such as Guru; Zenarate or similar QA and coaching platforms; Assembled or similar workforce-management platforms; Salesforce; Looker; and Asana or Jira.

We are committed to equal pay for equal work and believe in compensation transparency. All salary ranges are standardized nationwide and will not vary by region. This role offers a competitive total compensation package, including a base salary of $97,800 - $142,050 and stock options. Compensation offered will be based on a combination of factors such as experience, competencies, and internal equity.

Posting Date: September 24th, 2026

*This role will stay open for a minimum of 3 days.

Guild partners with the country’s most innovative employers, including Chipotle, Target, Walgreens, JPMorgan Chase, Hilton, Spectrum, PepsiCo, Tyson, and more, to build the talent needed for today and a resilient workforce for tomorrow. Guild helps employers identify, develop, and mobilize internal talent, enabling workers to gain skills for in-demand roles and companies to stay agile.

By connecting employees to real-world learning, coaching, and career support, and providing companies with actionable talent insights, Guild transforms all talent into high-impact contributors and positions companies for long-term, sustainable growth. For more information, visit https://www.guild.com.

Guild is a female-founded, certified B Corp. The company has been recognized by Fortune’s Change the World list (2021, 2025), the Forbes Cloud 100 (2020–2025), Great Place to Work (2022–2025), CNBC’s Disruptor 50 (2021–2024), TIME’s 100 Most Influential Companies (2022), Inc.’s Best-Led Companies (2021), Fast Company’s World Changing Ideas (2020), and B Lab’s Best for the World (2019), among many others.

Guild is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you have a disability or special need that requires accommodation, please let your recruiter know. We currently offer the following benefits:

  • Access to low-cost, high-quality health care options through Collective Health and Kaiser (due to coverage limitations, Kaiser is currently only available in CA & CO)
  • Access to a 401k to help save for the future
  • Vacation policy to rest and recharge
  • 8 days of fully-paid sick leave, to take the time to heal and or recover
  • Family-friendly benefits, including 12 weeks of parental leave for non-birthing parents and 18-20 weeks for birthing parents; 2-week ramp-up period for when employees return from a leave of 6 weeks or more; as well as employer-paid short-term and long-term disability, employer-sponsored life insurance, fertility and caregiving benefits.
  • Well-rounded wellness benefits including free and low cost mental health resources and financial wellbeing support services
  • Education benefits and tuition assistance to help your future development and growth

Our home and headquarters in Denver, but some of our roles allow for remote work, allowing us to reach the best talent across the US. Please refer to the job location referenced below the job posting title to determine location. Roles based outside of our Denver office can sit in any of the following 32 states: AZ, CA, CO, CT, FL, GA, ID, IL, IN, KS, MA, MD, ME, MI, MN, MO, NC, NH, NJ, NV, NY, OH, OK, OR, PA, SC, TN, TX, UT, VA, WA, WI and Washington D.C. State locations and specifics are subject to change as our hiring requirements shift.

PRIVACY NOTICE

I understand that I am applying for employment with Guild and am being asked to provide information in connection with my application. I further understand that Guild gathers this information through a third-party service provider and that Guild may use other service providers to assist in the application process. Guild may share my information with such third-party service providers in connection with my application and for the start of employment.

I understand and agree to Guild's use of my information in accordance with Guild's Privacy Policy and, for applicants that are residents of the State of California, Guild's Applicant Privacy Notice and California Notice at Collection.

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