HR Strategy & Enablement Manager

HR Strategy & Enablement Model Execution

Drives execution and operationalization of the HR Strategy & Enablement model, owning key components of portfolio management, governance, and strategic enablement. This role partners closely with HR and cross-functional leaders to translate strategy into actionable plans, maintain alignment across initiatives, and ensure work is delivered efficiently, transparently, and with business impact.

They will understand the strategy and will provide insights and guidance around market intelligence, technology and innovation, business process management, portfolio management, organizational change management, team member experience strategy, and hands-on support to develop and execute roadmaps. This individual will lead the rollout strategy, serving as the main interface between HR COEs, HRBPs, and technical teams and being a key liaison between portfolio management and project enablement.

This role will help connect the dots along the way for all stakeholders, articulate and document requirements, support prototyping and demonstrations, and perform initial testing to ensure solutions are aligned to desired outcomes and alignment with the HR Operating model.

They will also be aware of the overall HR roadmap and will make connections to other HR initiatives and other functional areas to ensure sequencing, and synergies are optimized while keeping the team member experience and scalability at the forefront.

Deep understanding of HR strategies, processes, and technologies is critical in this role.

Responsibilities

• Translate HR strategy into roadmaps, plans, and actionable deliverables
• Support development and maintenance of OKRs, priorities, and strategic plans
• Partner with HR leaders to align initiatives to business outcomes and evolving priorities
• Contribute to development of frameworks, presentations, and strategic materials
• Manage intake, tracking, and prioritization of HR work across initiatives
• Coordinate sequencing of work based on priorities, dependencies, and resource capacity
• Maintain roadmaps, plans, and portfolio-level visibility across HR
• Identify tradeoffs and escalate risks or misalignment as needed
• Execute and continuously refine governance processes (intake, prioritization, decision-making)
• Help define and operationalize roles, ownership, and accountability across initiatives
• Ensure visibility into work status, dependencies, and execution progress
• Support embedding compliance and risk considerations into workflows
• Lead or support execution of HR programs and initiatives end-to-end
• Coordinate across stakeholders to ensure priorities, timelines, deliverables, and outcomes are met
• Support project lifecycle activities (planning, execution, tracking, and reporting)
• Maintain playbooks, SOPs, and documentation
• Own and maintain HR portfolio management tools (e.g., Asana or equivalent)
• Develop reporting and insights to inform prioritization and decision-making
• Use data to identify trends, gaps, and opportunities for improvement
• Partner across HR COEs, HRBPs, HR Operations, and HR Tech teams
• Act as a connector across technical and non-technical stakeholders
• Provide consultative support to drive clarity and progress across initiatives
• Identify opportunities to improve processes, tools, and ways of working
• Champion adoption of standardized frameworks and enablement efforts
• Contribute to building scalable, repeatable operating models across HR
• Partner with product to identify HR technologies in support of strategy; reviewing how to extend existing tools or exploring tools in the marketplace. Support prototypes and demos to review functionality.
• Lead team in partnering with COEs to understand strategies and provide market intelligence, technical expertise and build plans and drive innovation to realize business value.
• Lead and support vendor discussions, facilitate RFPs and requirements sessions.
• Identify and design impacts to the operating model and operations as a result of changes.
• Support development of change management plans for rollouts.

Education Qualifications

• Four-year degree preferred
• Business, HR, IT, or Operations related education preferred
• Master's degree a plus

Experience Qualifications

• 10+ years of progressive Human Resources, multiple HR implementations for large populations or related areas
• Strong experience in HR technology

Required Knowledge, Skills or Abilities

• Strong portfolio management and prioritization skills
• Ability to balance strategic thinking with hands-on execution
• Experience working across complex, cross-functional environments
• Clear and concise communication with stakeholders at all levels
• Deep knowledge of HR best practices, employment laws, and regulations
• Experience with large HR implementations
• Strong communication skills, both technical and non-technical with the ability to influence stakeholders at all levels and build partnerships.
• Exceptional analytical, problem-solving abilities and a data-driven mindset
• Ability to work independently, supporting numerous tasks simultaneously while meeting critical timelines
• Ability to develop executive level presentations, summaries and roadmaps
• Strong leadership skills to indirectly lead individuals or teams
• Proficiency within Microsoft Office tools
• Displays the ability to work in a fast paced, culture
• Willing to provide consultative insights as well as roll up sleeves and do detailed work

Inspire is a multi-brand restaurant company whose portfolio includes more than 33,000 Arby's, Baskin-Robbins, Buffalo Wild Wings, Dunkin', Jimmy John's, and SONIC restaurants worldwide. We're made up of some of the world's most iconic restaurant brands, but we're much more than just a restaurant company. We're a team of hundreds of thousands who individually and collectively are changing the way people eat, drink, and gather around the table. We know that food is much more than a stapleit's an experience. At Inspire, that's our purpose: to ignite and nourish flavorful experiences.