Senior Manager - Learning & Enablement (Agile)

Senior Manager - Learning & Enablement (Agile) Job Locations: US-CO-Louisville | US-NY-White Plains Job ID: 2026-26310 Number of People to Hire: 1 Job Family: Human Resources Level of Experience: Experienced Professionals Role Summary The Senior Manager, Learning & Enablement (Agile) is a versatile execution and implementation partner who owns high-priority enterprise initiatives across multiple workstreams, stakeholders, and transformation efforts. Reporting to the Director, Learning & Enablement, this role helps advance projects from planning through execution, translating strategic priorities into practical actions and owning adoption across functions. The role requires strong judgment, collaboration, and the ability to flex quickly across enterprise needs while maintaining momentum, alignment, and execution quality. Core Responsibilities Drive complex enterprise initiatives: Own execution across multiple high-priority projects, establish integrated workplans, manage interdependencies, monitor risks, and deliver strategic outcomes. Translate strategy into practical execution: Convert enterprise priorities into structured plans, operating rhythms, communications, and implementation approaches that deliver sustained execution and adoption. Partner across functions and levels: Work with HR, business leaders, communications, operations, and other stakeholders to align objectives, clarify decision points, and own coordinated delivery. Own change and adoption efforts: Lead the people side of transformation through change planning, leader enablement, employee communications, stakeholder engagement, and reinforcement activities. Create practical tools and leadership resources: Develop messaging, implementation materials, presentations, toolkits, and guidance that help leaders and teams execute effectively. Use insights to inform decisions: Synthesize data, stakeholder feedback, and performance indicators to identify opportunities, surface barriers, and own initiative effectiveness. Flex across evolving enterprise priorities: Shift focus across initiatives as business needs evolve while maintaining high standards of delivery, responsiveness, and follow-through. Initial Focus Project: Driving Purposeful Presence The initial priority for this role is owning execution of the enterprise effort to strengthen connected work, in-person culture, and purposeful onsite connection. This work is focused on making time together more meaningful, improving how teams engage in person, and enabling leaders to create high-value moments that support collaboration, connection, and performance. The project requires balancing employee experience, business priorities, and change adoption while helping the organization build more intentional and effective in-person practices under strategic leadership guidance. Driving Purposeful Presence Responsibilities Own the project plan and operating model: Help build and maintain the roadmap, milestones, governance cadence, stakeholder plan, and execution rhythm for the initiatives. Enable leader adoption: Provide leaders with clear guidance, messaging, and tools to own purposeful in-person moments that strengthen collaboration, onboarding, learning, project kickoffs, and team connection. Own communication and engagement strategy: Partner with communications and functional stakeholders to develop messaging, build understanding, and reinforce desired behaviors over time. Use insights to inform the initiative: Track employee feedback, attendance patterns, participation signals, and qualitative input to assess adoption, identify gaps, and own decision‑making. Identify barriers and recommend practical solutions: Surface friction points that limit meaningful in‑person engagement and propose actions to improve consistency, clarity, and value. Own collaboration: Help ensure proximity efforts strengthen connection and performance without creating unnecessary friction across teams, roles, or working patterns. Contribute to continuous improvement: Use a test‑and‑learn approach to refine tactics, highlight what is working, and suggest adjustments based on outcomes, feedback, and leadership direction. The salary range for this position is $120K - $172K USD. The exact salary offered will depend on several factors, including the candidate's relevant experience, geographic location, internal equity, and market conditions. Danone North America additionally offers a performance‑based bonus and has a strong benefits package including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Tuition Reimbursement, Flexible Time Off, and Paid Parental Bonding Leave, among other benefit plan options. To give our employees flexibility, Danone is a hybrid work environment. This role is considered a “hybrid” position that allows for flexible work. While you may have the option to work from home on a schedule as agreed to with your supervisor, you are also expected to regularly report to your assigned office location at least 3 days per week. Qualifications Bachelor's degree in business, human resources, organizational development, or a related field. 8+ years experience in project management, transformation, change management, learning, enablement, or a related field. Demonstrated ability to own multiple complex priorities and workstreams in a fast‑paced, evolving enterprise environment. Strong stakeholder management skills, including experience collaborating across functions and levels without direct authority. Strong written and verbal communication skills, including the ability to create clear, compelling materials for leaders and employees. Analytical mindset with the ability to synthesize data and feedback into recommendations, insights, and action plans. Comfort operating in ambiguity, navigating shifting priorities, and owning execution in complex environments. Agile, project management, or change management certification is a plus. Success Measures Complex projects are owned with strong plans, aligned stakeholders, and disciplined execution. Leaders and teams are equipped with practical tools and guidance that improve adoption and execution quality. The Purposeful Presence initiatives show evidence of stronger in‑person connection, clearer expectations, and more purposeful onsite engagement. Insights, feedback, and performance data are translated into practical improvements and informed leadership decisions. The role flexes effectively across evolving enterprise priorities while maintaining momentum, quality, and credibility with stakeholders. Objectives and Key Results established for each project are met as this role shifts to varying domains. Equal Opportunity Employer Danone North America is proud to be an Equal Opportunity employer. It is our policy to give equal employment opportunities to all qualified persons without regard to legally protected characteristics, or any other consideration made unlawful by applicable federal, state/provincial and/or local law. For our EEO policy statement and your EEO rights under law click here. Benefits Physical Wellbeing: We pay for the majority of your medical benefits – medical, dental and vision – with our competitive 80%/20% cost‑sharing model. Mental Wellbeing: Danoners receive fitness discounts, unlimited flexible time off and hybrid work schedules. We also have a range of programs that support mental health and substance abuse. Financial Support: We offer a performance‑based bonus, a 401(k) plan, tuition reimbursement, employee discount programs and voluntary perks. Family Care: We offer caretaker benefits, 18 weeks of parental bonding, fertility, surrogacy, adoption benefits and pet insurance. #J-18808-Ljbffr Danone North America