Senior Transformation Enablement Lead – Learning & Skilling

Key Responsibilities

• Lead the governance strategy across OneEngineering for the Learning & Skilling transformation, enabling cross-business alignment, prioritization, and strategic investment in AI-native, skilling ecosystems. Directly influence and proactively steer in-business Learning & Skilling Teams to align their skilling priorities and investments to the transformation, driving early wins and increasing momentum.
• Activate agentic-led skilling at scale within the OneEngineering CoP, aligned to Learning & Skilling Business Plans, with measurable outcomes.
• Proactively evolve the OneEngineering Community of Practice (CoP), aligned to the Executive Learning Council and related governance forums, to drive cross-Engineering decision-making, ensuring in-business skilling priorities are value-driven and aligned to the enterprise Learning & Skilling Transformation strategy.
• Stand-up agentic first skilling solutions by driving strategic partnerships with in-business skilling leaders and being accountable for progress against our transformation vision and strategy. Identify and cultivate cross-org partnerships that deliver on shared skilling needs to meet increasing business demands.
• Drive the strategic connection between in-business Learning & Skilling Teams and the Global Learning & Skilling Shared Services Skilling Model, enabling access to AI-driven design, operations, technology, data and measurement, that delivers optimization, at quality and scale.
• Collaborate with the UX Product Lead and Engineering Teams to establish feedback loops on agentic-first skilling experiences. Translate insights into prioritized product and capability requirements that inform future engineering investments—ensuring seamless, user-centric experiences that drive productivity.
• Act as a trusted advisor and change agent, bringing transformation expertise to build alignment, drive executive sponsorship, and enable a cohesive approach to future workforce skilling development.

Additional Responsibilities:

• Program Planning and Development
  • Develops, guides, and manages learning programs and initiatives for relevant audiences by identifying organizational needs, securing resources, evangelizing with stakeholders, and prioritizing work. Drives alignment of larger learning and skilling capabilities to the strategy of the organization for the most impact. Consolidates and connects information across a variety of inputs to build holistic planning in a given segment, coordinate integration efforts, and define the skilling story. Supports and prioritizes short and long-term planning efforts that capture the voice of the learner. Defines and scopes learning objectives, outcomes, and what others should do with them using a learner-centric approach. Determines how to leverage and apply resources available across the business to execute on the plan. Manages financial planning and forecasting and determines budgets through assessing financial trends.
• Program Execution
  • Leads the implementation of core learning programs and systems at a regional level. Drives the content improvement process through collecting, examining, and incorporating 360-degree feedback and data to make content adjustments. Implements and executes tactically on a strategic end-to-end learner journey and collection of learning experiences and programs. Drives the mapping of the necessary points of engagement with relevant stakeholders to enable program and content execution and address operational needs.
• Content Review and Confirmation
  • Represents their organization as a thought leader in their area when reviewing learning and development solutions and practices in the industry with internal and external clients. Provides guidance on how data should be used to see how successfully the content is meeting pre-established learning objectives for various deliverables. Evaluates content feedback from relevant stakeholders and partners from feedback sessions (e.g., focus groups) to determine the most important feedback to prioritize and incorporate. Drives program/content assessment for the team prior to rollout. Ensures established privacy and accessibility standards are being met during content review while considering and tracking potential risks.
• Program Success Analysis and Metrics
  • Drives the use of data to evaluate relationships and trends across data, create and tell the data story, define capability gaps for the business, improve benchmarking, and drive learning priorities through learner-centric methodology. Drives assessment and change management of learning programs and content to determine how they are being consumed by stakeholders. Executes on and enables the usage of internal and external tools and business intelligence (BI) systems to pull appropriate data in partnership with relevant BI teams and leaders. Drives the evaluation and analysis of programs’ effectiveness by evaluating learning survey analyses, including program metrics (e.g., user satisfaction, participation in the deliverable), return on investment (ROI), behavior change, and business impact. Disseminates key performance indicators (KPIs) and the data story broadly with relevant stakeholders and makes recommendations for how to achieve target metrics. Leverages knowledge of the competition and landscape to improve company offerings.
• Stakeholder/Customer Collaboration
  • Exemplifies practices in identifying and developing relationships with key stakeholders/partners across audiences, business units, or verticals/industries to represent their learning-related needs. Acts as a customer/stakeholder advocate by integrating their feedback into the program/content development process and aggregating with feedback from peers. Leverages deep expertise of local/regional and global perspectives and drives consistent diversity and inclusion efforts with all key learning stakeholders. Designs and maintains rhythm of business cadence with key stakeholders and leaders. Communicates learning and development approaches to leaders and stakeholders to educate them on and influence buy in and implementation of solutions.
• Specialty Responsibilities
  • Works across audiences (e.g., employees, company alumni, media, museums, fans) to provide them with complex information or promote company history and heritage by leveraging full subject matter expertise. Manages donor communications, proactively acquires new collections, and designates workflows for regular, automatic collection of materials. Decides which artifacts and information about the company’s history and culture to preserve and manages its preservation by determining the significance, authenticity, origin, and history of materials. Scopes research efforts for internal requests by leveraging full subject matter expertise and utilizing archived artifacts, documents, authoritative external sources, and community networks that provide authentication and context. Develops strategies on how to use internal channels to expose facts about the company that might be of interest, pique curiosity, or create discussion among employees. Leads consultation efforts of programs and services for employees to engage with the content in creative ways (e.g., putting together book kiosks). Drives and builds the organization process across multiple systems to document, store, and retrieve items.*
  • Drives and builds on the collection, recording, organization, storage, preservation, retrieval, writing, and dissemination processes of printed or digital information across audiences and along established research methods guidelines. Manages and scopes collections and services (e.g., reference and support services, cataloging, circulation, physical spaces) by leveraging subject matter expertise of the philosophy and techniques of library service. Leads and drives improvements for process development of tools used in content management (e.g., Integrated Library Systems [ILS], SharePoint) that facilitate the user experience through the discovery, access, and delivery of content. Develops, manages, and scopes print and e-book collections by following and adding guidance to established collection guidelines. Builds information architecture frameworks and content management processes across content management systems and along established information science guidelines.
• Other
  • Embody our culture and values

Qualification & Requirements

Required Qualifications

• Master’s Degree or equivalent AND/OR 3+ years experience in Learning and Development, relevant technical roles, business development, quota management, human resources (HR), customer success, collection management, research/restoration evaluation, industry, or program/project management
  • OR Vocational qualification or higher education degree (e.g., Bachelor’s Degree) AND/OR 5+ years experience in Learning and Development, relevant technical roles, business development, field or sales, HR, customer success, collection management, research/restoration evaluation, industry, or program/project management
  • OR equivalent experience.
• 3+ years change management experienced in a matrixed, global organization.

Preferred Qualifications

Benefits

Microsoft has different base pay ranges for different work locations within the United States, which allows us to pay employees competitively and consistently in different geographic markets. The range reflects the potential base pay across the U.S. for a role (except as noted); the applicable base pay range will depend on what ultimately is determined to be the candidate’s primary work location. Individual base pay depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience and skills. Base pay ranges are reviewed and typically updated each year. Offers are made within the base pay range applicable at the time.

At Microsoft certain roles are eligible for additional rewards, including merit increases, annual bonus, and stock. These awards are allocated based on individual performance. In addition, certain roles also have the opportunity to earn sales incentives based on revenue or utilization, depending on the terms of the plan and the employee’s role. Benefits/perks listed may vary depending on the nature of employment with Microsoft and the country work location. U.S.-based employees have access to medical, dental, and vision insurance, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and wellbeing benefits, among others. U.S.-based employees also receive, per calendar year, up to 10 scheduled paid holidays, and up to 80 hours Holistic Health Time Off. Additionally, hourly/non-exempt employees accrue up to 120 hours paid vacation time, and salaried/exempt employees have Discretionary Time Off (DTO).