Enablement Program Manager; RemoteUSA

We are a tech-enabled HOA management company in the middle of a meaningful transformation. Our Community Managers are expanding their portfolios, we are integrating acquired companies across multiple regions, and we are rolling out new platform capabilities that change how the field operates day to day.

Remote — US-based. Occasional travel to regional markets for field engagement and program launches
.

This company is moving fast. We are expanding Community Manager portfolios, integrating acquired companies, and asking the field to adopt new tools and workflows. The operations org is being built to support all of that — and this role is at the center of making it work. The person who takes this role will have real ownership, visible impact, and a direct line to leadership.

It is a rare opportunity to build something from scratch at a company that is growing.

The Enablement Program Manager is the person who makes that land. This is not a training coordinator role and it is not a project administrator role. This person runs structured programs, writes the communications that prepare the field for change, and measures whether adoption is happening. They are the connective tissue between strategy and execution in the field. This role owns strategic, time-bound initiatives from planning through implementation, adoption, stabilization, and transition to operational ownership.

The role is not responsible for long-term operational governance, compliance, audits, or recurring operational management following transition.

This role reports to the Director of Program Management and works closely with the VP of Training and Enablement, Regional Presidents, and Community Managers across all markets.

• Change Management Programs
  • Own execution of the CM capacity expansion program — the initiative moving Community Managers to larger portfolios
  • Coordinate with VP Training and Enablement to ensure training content is sequenced to match program milestones
  • Track field readiness and adoption metrics across all regions, surfacing blockers early
  • Manage stakeholder engagement plans for each program, including Regional Presidents and front-line managers

Document lessons learned, transition requirements, and operational readiness criteria to support formal handoff to Market Operations.

• Own the transformation communications calendar — sequenced so CMs never hear about a change for the first time in a training
• Write clear, plain-language communications to Community Managers, Regional Presidents, and field staff
• Develop layered messaging — Regional Presidents receive context and talking points before field-wide messages go out
• Manage M&A-related field communications — acquisition announcements, integration timelines, what changes and what does not
• Run a structured feedback loop — capturing field sentiment after major communications and reporting it back to leadership

• Track and prioritize enablement requests, maintaining workplans, milestones, and dependencies across active programs
• Own the enablement calendar and hold cross-functional teams accountable for providing the inputs needed to plan and execute field enablement
• Maintain program tracking across active initiatives — risks, dependencies, owners, and timelines — so nothing falls through the cracks
• Own transition planning and operational readiness reviews, ensuring completed initiatives are formally transferred to Market Operations with documented processes, metrics, governance requirements, and success criteria
• Prepare status reports and program updates for the Director and Head of Operations

• Work with Market Operations to define readiness and adoption metrics for each initiative, establish baseline measurements, and monitor adoption through stabilization and sponsor-approved transition to operational ownership
• Monitor leading indicators of adoption resistance and escalate early

Produce field readiness and adoption reports through stabilization periods and provide transition recommendations to sponsors and Market Operations leadership.

This description is not intended to be an exhaustive list of duties. The employee may perform other duties as assigned to meet the ongoing needs of the organization. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions of this position.