Manager, Transformation Learning and Engagement

Digi Key is one of the fastest growing distributors of electronic components in the world. In addition to offering the broadest selection of in-stock electronic components and providing the best service possible to customers, employees have access to a highly competitive benefits package. To learn more, visit our benefits and perks page.

The Manager, Transformation Learning and Engagement leads the workforce enablement and learning strategy for enterprise transformation initiatives. This role ensures employees, managers, and business units are prepared, capable, and supported to adopt new processes, technologies, roles, and ways of working.

The Manager leads a team of learning professionals assigned to priority transformation initiatives and establishes standards, governance, and scalable practices across the transformation portfolio. The role partners closely with the Senior Change Manager, so change strategy, stakeholder engagement, communications, leader and manager enablement, learning, readiness, adoption, and reinforcement operate as one integrated approach. Both roles report to the Sr. Manager, Change Management, to support strong collaboration, clear accountability, and successful transformation outcomes.

This position collaborates with the Transformation Office, project and product teams, business leaders, process owners, communications, Learning and Development, and subject matter experts. The Manager transitions sustainment accountability, learning assets, and performance-support ownership to business and operational owners after implementation.

Onsite requirements - Follow company policy for leader of people, in office Monday, Wednesday and Thursday

• Develop and oversee integrated transformation enablement strategies that address workforce impacts, role readiness, learning, manager enablement, performance support, reinforcement, adoption, and sustainment.
• Partner with the Senior Change Manager to align learning and enablement activities with change strategy, stakeholder plans, communications, sponsor and manager actions, resistance management, readiness milestones, and adoption outcomes.
• Leadlearning needs analysis by translating change impacts, future-state processes, role expectations, and performance requirements into audience-specific capability and proficiency needs.
• Apply adult learning concepts, including relevance, autonomy, experience-based learning, practice, reflection, feedback, social learning, accessibility, and immediate application, to create inclusive and effective learning experiences.
• Use performance consulting to determine when training is the appropriate solution and when job aids, process changes, leader actions, system support, coaching, communities of practice, or other interventions are needed.
• Oversee the planning, design, development, delivery, and evaluation of role-based learning journeys, facilitator-led and digital learning, simulations, practice environments, manager toolkits, train-the-trainer programs, job aids, and in-the-flow-of-work performance support.
• Establish transformation of enablement standards, methodologies, templates, quality criteria, governance, and a scalable learning framework that supports multiple initiatives while allowing fit-for-purpose tailoring.
• Use agile and iterative ways of working, including prioritized backlogs, short design and development cycles, prototypes, pilots, learner feedback, retrospectives, and incremental releases, to improve speed, relevance, and quality.
• Build continuous improvement into the enablement lifecycle through test-and-learn approaches, lessons learned, after-action reviews, reusable assets, communities of practice, and regular updates based on learner, facilitator, stakeholder, and performance data.
• Establish and monitor readiness, competency, learning effectiveness, adoption, correct-use, time-to-proficiency, reinforcement, stabilization, and operational-performance measures in partnership with project and business owners.
• Use evaluation approaches such as Kirkpatrick levels, behavior observation, proficiency checks, learner confidence, knowledge or skill demonstrations, usage analytics, and business-performance indicators to assess effectiveness and recommend corrective action.
• Lead intake, project qualification, prioritization, resource planning, and portfolio governance for transformation enablement work.
• Manage enablement workplans, dependencies, risks, capacity, vendors, budgets, and delivery…