Talent and Learning Technology Enablement Senior Manager

Talent and Learning Technology Enablement Senior Manager

Description -

The Senior Manager, Talent & Learning Technology Enablement leads the functional technology team within the Talent & Learning Center of Excellence. This role is accountable for ensuring technology effectively enables the organization's talent, learning, skills, career, and employee development strategies. 

This leader owns the Talent & Learning functional technology portfolio, translating business priorities into technology investments, capabilities, and outcomes. Working closely with Talent & Learning leaders, HR Systems Product Management, People Insights, and cross-functional partners, the role ensures technology solutions deliver measurable business value, strong user adoption, and exceptional employee experiences. 

The Senior Manager leads a team responsible for functional technology strategy, business requirements, adoption, governance, and value realization across the Talent & Learning technology landscape. This role serves as the primary functional counterpart to HR Systems Product Management and plays a key role in shaping future capabilities, AI innovation, and digital experiences. 

Key Responsibilities 

Team Leadership & Functional Technology Strategy 

• Lead, coach, and develop a team responsible for Talent & Learning technology enablement. 

• Define and lead the Talent & Learning functional technology strategy, roadmap, and priorities. 

• Identify opportunities to leverage technology, AI, automation, and data to improve talent and learning outcomes. 

• Allocate resources and manage priorities across the Talent & Learning technology portfolio. 

• Provide leadership visibility into portfolio progress, risks, outcomes, and investment priorities. 

Business Partnership & Requirements 

• Partner with Talent & Learning leaders and stakeholders to understand business priorities and technology needs. 

• Own functional priorities, business requirements, and outcome definitions for Talent & Learning technology investments. 

• Ensure requirements reflect employee experience, data, reporting, compliance, and business needs. 

• Resolve competing priorities and drive decisions that support strategic objectives. 

• Establish standards for requirements, governance, and decision-making. 

Product Partnership & Portfolio Management 

• Serve as the senior functional counterpart to HR Systems Product Management. 

• Represent Talent & Learning priorities in roadmap, investment, release, and governance discussions. 

• Lead functional prioritization across technology initiatives, balancing business value, risk, readiness, and strategic alignment. 

• Oversee the Talent & Learning technology portfolio, managing dependencies, risks, and competing priorities. 

• Communicate portfolio decisions, progress, and impacts to leaders and stakeholders. 

Solution Delivery & Adoption 

• Provide functional leadership throughout the lifecycle of technology initiatives from planning through deployment and optimization. 

• Lead business participation in testing, validation, training, readiness, and adoption activities. 

• Ensure delivered capabilities meet business requirements and intended outcomes. 

• Partner with change, communications, and learning teams to prepare stakeholders for new capabilities. 

• Support successful implementation, adoption, and continuous improvement. 

Analytics, AI & Governance 

• Define functional reporting, analytics, and insight requirements. 

• Establish success measures and evaluate the adoption, effectiveness, and value of technology investments. 

• Identify opportunities to responsibly apply AI and automation to improve experiences and organizational effectiveness. 

• Represent Talent & Learning in technology, data, and AI governance activities. 

• Maintain awareness of emerging technologies, industry trends, and regulatory developments. 

Stakeholder Leadership 

• Build strong partnerships across Talent & Learning, HR Systems, People Insights, HR Operations, Legal, Privacy, and external vendors. 

• Lead governance discussions related to technology priorities, investments, and outcomes. 

• Facilitate alignment among stakeholders with diverse perspectives and competing priorities. 

• Communicate technology opportunities, risks, decisions, and outcomes in clear business language. 

• Represent the Talent & Learning technology portfolio with senior leaders and governance bodies. 

What You'll Bring 

Experience 

• 8+ years of experience in Talent, Learning, HR, HR technology enablement, digital transformation, product partnership, or a related field. 

• 2+ years of people leadership experience, including guiding team performance, development, and priorities. 

• Experience leading complex technology implementations or transformation initiatives. 

• Deep knowledge of Talent & Learning disciplines, including learning, performance, skills, career development, internal mobility, succession, or talent planning. 

• Experience working with cross-functional stakeholders including business leaders, technology teams, vendors, and implementation partners. 

• Experience owning functional priorities across a portfolio of technology capabilities or investments. 

• Experience partnering with product, HRIS, IT, analytics, change management, and implementation teams. 

• Experience measuring adoption, business outcomes, and value realization. 

• Familiarity with platforms such as Cornerstone, Workday, Eightfold, or similar Talent and Learning technologies. 

• Experience with AI, automation, or emerging technologies is a plus. 

• Experience leading complex technology implementations or digital transformation initiatives from discovery through deployment. 

• Experience managing multiple priorities in a fast-paced environment. 

• Experience supporting Talent, HR, Learning, Performance, Career, or related technology platforms is beneficial but not required. 

Education 

• Bachelor's degree in Human Resources, Business, Organizational Development, Learning, Information Systems, Organizational Psychology, or a related field, or equivalent professional experience. 

• We recognize that exceptional technology leaders come from many educational backgrounds. Relevant experience and demonstrated capability are valued equally. 
  
  

The pay range for this role is $130,700 to $205,200 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance
• Dental insurance
• Vision insurance
• Long term/short term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time off policies, including;
• 4-12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Job -

Learning & Development

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

Relocation -

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’sEEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"