Learning Experience and Enablement Lead

What will you do in this role? The Learning Experience & Enablement Lead is responsible for building and operating the company's role-based learning and enablement system by working side-by-side with leaders, managers, and teams. This role ensures learning is not theoretical or disconnected from the business, but rooted in real work, real challenges, and real performance needs.

This role designs learning pathways, equips managers to develop their teams, and embeds learning into daily work by being in the field, in offices, and in conversations with leaders, not just in systems.

Core Areas of Ownership

This role owns six tightly connected systems:

1. Role-Based Learning Pathways

2. Leads -Led Development & Coaching Enablement

3. Learning Experience & LMS Ecosystem

4. Onboarding & Role Readiness

5. Content, Tools & Performance Support

6.Partnership, Adoption & Continuous Improvement

Key Responsibilities

1. Role-Based Learning Pathways

• Define what "ready" looks like for every major role
• Build learning pathways across:
  • Field and frontline roles
  • Professional and shared services roles
  • Managers and leaders
• Ensure learning supports both performance today and career growth tomorrow

2. Leads -Led Development & Real-World Coaching

• Partner directly with managers to understand what is and is not working in their teams
• Provide managers with:
  • Coaching tools
  • Learning guides
  • Development frameworks
• Support managers through:
  • Live coaching
  • Observations
  • Real-time problem solving
• Help managers move from "telling" to developing

3. Learning Experience & LMS Ownership

• Own the end-to-end learner and manager experience inside the LMS
• Organize content into clear role-based and skill-based pathways
• Ensure learning is easy to find, relevant, and aligned to how work actually happens

4. Onboarding & Role Readiness

• Design onboarding that connects directly to role expectations and manager support
• Partner with HRBP that owns onboarding as well as leaders to ensure new hires are coached, not just trained
• Reduce time-to-productivity through structured pathways and on-the-job learning

5. Content, Tools & Performance Support

• Work directly with leaders and high-performing teams to capture what "great" looks like
• Turn best practices into:
  • Playbooks
  • Job aids
  • Checklists
  • Micro-learning tools
• Ensure learning materials reflect real workflows, not HR assumptions

6. Partnership, Field Presence & Continuous Improvement

• Build strong partnerships with:
  • Market leaders
  • Functional leaders
  • Managers and supervisors
• Spend time on site and in the field to observe, listen, and diagnose capability gaps
• Use real-world insights to continuously improve learning pathways and tools
• Serve as a trusted partner to leaders, not a distant training function

Why This Role Matters & What Success Looks Like

This role ensures learning is co-created with the business, not pushed to it. By being on site, partnering with leaders, and coaching managers in real time, this role builds capability where it actually matters — in the work itself.

• Managers view this role as a partner in developing their people
• Learning reflects how work is actually done
• Teams ramp faster and perform more consistently
• Leaders see learning as a business accelerator, not an HR program
• Field and office teams feel supported, not burdened

What You Bring/Qualifications:

• 5+ years in learning experience, enablement, or L&D
• Strong knowledge of adult learning theory and practices that enhance on the job training
• Experience working directly with managers and operational teams
• Proven ability to design learning that works in the real world
• Experience building learning systems across multiple roles and locations

Work Environment and Physical Requirements:

• Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA, and other federal, state, and local standards, including meeting qualitative and/or quantitative productivity standards.
• Ability to maintain regular, punctual in person attendance consistent with the ADA, FMLA, and other federal, state, and local standards.
• Must be able to lift and carry up to 25 pounds.
• Must be able to talk, listen and speak clearly

Benefits & Perks

• Comprehensive benefits packages include Medical, Dental, Vision, FSA accounts, 401K, Life Insurance, Short Term Disability, Long Term Disability, and EAP
• Time Off benefits include Vacation, Sick, Holiday, Bereavement, Jury Duty, FMLA, refresh, floating holidays, and parental leave
• Home purchase discount
• Tuition Reimbursement
• Expected Salary: $90,000 - $120,000 Annual Salary - This position is eligible for additional performance incentives in the form of a quarterly bonus opportunity.

All benefits are subject to qualification and hire dates.

Why Oakwood Homes?

At Oakwood, we're more than a homebuilder—we're a people-first company committed to opening doors to a better life. We are committed to innovation, excellence, and doing good in all we do. Our culture thrives on collaboration, accountability, and continuous improvement.

Oakwood Homes is an Equal Employment Opportunity Employer and does not make employment decisions based on sex, including gender identity and pregnancy, color, race, religion, national origin, or age of 40 and older.

Oakwood participates in E-Verify

NOTE: This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job.

Exemption Justification: Exempt

Business Unit -