Enablement Director

Job description

**Department:** Education **Location:** Hyderabad **Description** 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 for R&D Product Development. The Director is expected to help shape the consulting framework, contributing to how the advisory model evolves, setting the standard for consulting rigor across the team, and influencing a capability-specific learning strategy for R&D. The Director diagnoses skill gaps, aligns learning solutions to KPIs, and holds accountability for enablement outcomes for the development teams within the broader Products & Technology organization - one of Infor’s largest and strategically critical functions - responsible for Infor’s product strategy, product management, technology, applications, and cloud operations, ensuring Infor’s portfolio is built, evolved, and delivered to create customer value. 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 R&D’s needs before they become performance gaps, influencing how Infor builds engineering and development 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 enablement authority for R&D – Build and maintain trusted relationships with R&D Product Development leaders, HR business partners, Role Owners, and other key stakeholders – Proactively identify skill gaps, performance challenges, and employee enablement opportunities – Represent the Product Development team’s enablement needs in planning cycles and prioritization conversations – Operate as a trusted advisor to senior leaders on workforce capability strategy beyond learning logistics and influencing how product development talent is upskilled and sustained over time – Contribute to Global Employee Enablement’s operating model and advisory methodology, sharing patterns, frameworks, and lessons from R&D to raise the standard of practice across the full Advisor team - Lead with consulting – Conduct thorough needs assessments using structured diagnostic frameworks before recommending any 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 R&D leadership, translating long-range product and engineering goals into forward-looking learning architectures, then partner with Infor U COEs and Global Employee Enablement Programs & PM and Delivery teams to execute - Recommend R&D & Development-aligned learning solutions – Translate business goals and KPIs into multimodal, best-in-class, impactful learning journeys – Incorporate third-party content, internal programs and courses, embedded workflow learning, and peer development to rapidly accelerate employee readiness – Ensure skills mapping and learning paths reflect what 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 – Track and report on skill development, performance outcomes, and business impact, beyond rudimentary completion rates – Bring learning effectiveness data back to Product Development leaders through regular review cadences in partnership with the Learning Experience & Engagement team – Connect R&D enablement outcomes to broader business performance narratives, contributing insights on workforce capability to VP and C-suite conversations about product velocity, engineering quality, and talent retention – Set the measurement bar for the GEE 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 R&D – Develop and maintain a multi-year, skills-first roadmap for R&D Product Development, aligned to Infor’s product strategy and engineering talent goals, reviewed bi-annually with senior R&D leadership – Anticipate future skill demands driven by technology shifts (e.g., AI/ML integration, cloud-native development, platform evolution) and proactively design enablement responses before gaps become performance liabilities – Partner with R&D 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 Development w/n R&D – 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 for integrated planning **Basic Qualifications** - 10+ years in learning and development, HR consulting, or organizational effectiveness, with a significant portion in senior or strategic advisory roles that involved direct influence on business leaders and long-range workforce planning, strongly preferred - Superior consulting skills, including needs assessment, root-cause diagnosis, and solution design grounded in business context; recognized