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Learning Development Enablement Jobs in Washington

Moore

Workforce Readiness Manager

Lanham, MD · On-site

  • Medical

  • PTO

... development, onboarding, and organizational initiatives. * Maintain People & Culture resources and content that support learning, employee listening, manager enablement, and change readiness.

New

Socket.dev

Employee Experience Program Manager

Bowie, MD · On-site

$90 - $120/hr

... Learning & Development, Organizational Development, or Human Resources is valuable, we are equally interested in candidates from Product Management, Sales Enablement, Customer Success, Community ...

Moore DM Group LLC

Workforce Readiness Manager

Lanham, MD · On-site +1

$110K - $125K/yr

  • Medical

  • PTO

... development, onboarding, and organizational initiatives. * Maintain People & Culture resources and content that support learning, employee listening, manager enablement, and change readiness.

New

Freddie Mac

Strategic Transformation Senior

Mclean, VA · On-site

... enablement, and capability building. This role focuses on translating AI capabilities into ... You will partner with business, technology, HR, Learning & Development, and communications teams to ...

Freddie Mac

Strategic Transformation Senior

Mclean, VA · On-site

... enablement, and capability building. This role focuses on translating AI capabilities into ... You will partner with business, technology, HR, Learning & Development, and communications teams to ...

Bechtel

AI Training Manager

Reston, VA · On-site

$140K - $203K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Bachelor's degree (or equivalent) and 10-15 years of relevant experience in learning & development, training, enablement, or a related field. * Experience building and scaling enterprise AI or ...

Bechtel

AI Training Manager

Reston, VA · On-site

$140K - $203K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Bachelor's degree (or equivalent) and 10-15 years of relevant experience in learning & development, training, enablement, or a related field. * Experience building and scaling enterprise AI or ...

Core-CSI LLC.

Growth Enablement Lead

Sterling, VA · Remote

... development, and software solution presentations.This role is perfect for someone who combines ... learning new systems and tools quicklyAbility to work independently and manage multiple projects ...

Core-CSI LLC.

Growth Enablement Lead

Sterling, VA · On-site

... development, and software solution presentations. This role is perfect for someone who combines ... Comfortable learning new systems and tools quickly * Ability to work independently and manage ...

Core-CSI LLC.

Growth Enablement Lead

Sterling, VA

... development, and software solution presentations. This role is perfect for someone who combines ... Comfortable learning new systems and tools quickly * Ability to work independently and manage ...

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All JobsLearning Development Enablement JobsLearning Development Enablement Jobs in Washington

Learning Development Enablement information

What is learning development enablement?

Learning Development Enablement refers to the strategies, tools, and processes that support and enhance employee learning and professional growth within an organization. It involves designing, delivering, and evaluating training programs, as well as providing resources and technologies that empower employees to develop new skills. The goal is to create a culture of continuous learning and improvement that aligns with business objectives. Professionals in this field often collaborate with leadership and subject matter experts to ensure learning initiatives address organizational needs.

How does a learning development enablement professional typically collaborate with subject matter experts and stakeholders to create effective training programs?

Learning Development Enablement professionals work closely with subject matter experts (SMEs) and stakeholders by facilitating meetings, gathering insights on learning objectives, and ensuring content accuracy and relevance. They often act as a bridge between instructional designers, trainers, and business leaders to align training initiatives with organizational goals. Regular collaboration includes feedback sessions, pilot testing of materials, and iterative updates based on stakeholder input. This cross-functional teamwork helps ensure that training programs are engaging, current, and tailored to the needs of both learners and the business.

What are the key skills and qualifications needed to thrive in learning development enablement, and why are they important?

Success in Learning Development Enablement requires expertise in instructional design, adult learning principles, and program management, usually supported by a degree in education or HR and experience in training roles. Familiarity with Learning Management Systems (LMS), e-learning authoring tools like Articulate or Captivate, and certifications such as CPLP or ATD are highly valued. Outstanding communication, collaboration, and adaptability distinguish top performers in this field. These competencies are essential for creating effective learning experiences that drive employee growth and organizational success.

What is the difference between Learning Development Enablement vs Learning and Development Specialist?

AspectLearning Development EnablementLearning and Development Specialist
CredentialsTypically requires certifications in instructional design, e-learning, or training facilitationOften holds certifications in training, HR, or instructional design
Work EnvironmentSupports organizational training programs, often collaborating with multiple departmentsDesigns and delivers training sessions directly to employees or clients
Employer & Industry UsageCommon in corporate, tech, and consulting firms focusing on enabling learning infrastructureFound across various industries, focusing on employee development and training delivery

Learning Development Enablement focuses on creating systems, tools, and support to facilitate learning across an organization, while Learning and Development Specialists primarily design and deliver training programs directly to employees. Both roles require similar certifications and work in corporate environments, but their core functions differ in scope and focus.

What are popular job titles related to Learning Development Enablement jobs in Washington?

For Learning Development Enablement jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Learning Development Enablement jobs in Washington look for?

The top searched job categories for Learning Development Enablement jobs in Washington are:

What cities in Washington are hiring for Learning Development Enablement jobs?

Cities in Washington with the most Learning Development Enablement job openings:

Learning Development Enablement jobs near you

Workforce Readiness Manager

Moore

Lanham, MD • On-site

Full-time

Medical, PTO

Posted 3 days ago

New

Job description

The Workforce Readiness Manager serves as a strategic partner responsible for building workforce capability, enhancing organizational effectiveness, and preparing employees and leaders for future business needs. This role identifies workforce challenges, skill gaps, productivity opportunities, and change readiness needs, then develops solutions that improve employee growth, leadership effectiveness, technology adoption, and organizational performance. Success is measured through improved workforce capability, productivity, adaptability, and employee experience. The ideal candidate has experience leading workforce transformation initiatives and delivering measurable business outcomes.

Mooreis a data-driven constituent experience management (CXM) company achieving accelerated growth for clients through integrated supporter experiences across all platforms, channels, and devices. We are an innovation-led company that is the largest marketing, data, and fundraising company in North America, serving the purpose-driven industry with clients across education, association, political, and commercial sectors.

Check outwww.WeAreMoore.com

Your impact:

1. Learning & Development and Future-Ready Skill Building - 25%

  • Lead and continuously improve enterprise learning programs, curriculum, and development resources.
  • Support Moore to Learn administration, learning pathways, leadership learning programs, learning credits, learning events, and vendor coordination.
  • Build practical development pathways for employees, supervisors, managers, and emerging leaders.
  • Partner with leaders to identify skill gaps and recommend targeted learning solutions that support current performance and future workforce needs.
  • Create manager and employee resources that support continuous learning, career development, and workforce capability building.
  • Ensure learning efforts are tied to measurable business outcomes, productivity improvements, and future-ready skills.

2. Workforce Productivity, Process Improvement and Technology Enablement - 25%

  • Assess workforce challenges, organizational barriers, and emerging capability needs; develop practical solutions that improve productivity, adaptability, employee growth, and organizational performance.
  • Identify and implement opportunities to improve workforce productivity through skill development, process improvement, automation, AI enablement, and technology adoption.
  • Drive adoption of tools, practices, and workforce readiness initiatives that improve productivity, consistency, and employee effectiveness.
  • Use workforce data, survey insights, and reporting tools to identify trends, communicate recommendations, and support leadership decision-making.
  • Support leaders and teams in leveraging modern technologies, dashboards, and employee feedback to improve execution, accountability, and employee experience.

3. Employee Listening, Engagement and Culture - 20%

  • Lead employee listening strategies, including survey administration, feedback collection, analysis, and action planning.
  • Identify workforce trends and recommend initiatives that improve engagement, retention, organizational health, and employee experience.
  • Support culture renovation, change readiness, recognition, remote engagement, and employee connection initiatives across the organization.
  • Partner with leaders to convert employee feedback and survey insights into practical team-level action plans and accountability measures.

4. Leadership and Manager Capability Development - 15%

  • Develop leadership programs, manager resources, and practical development tools.
  • Build manager capability through tools, training, and coaching resources that reinforce consistent people leadership expectations.
  • Assist leaders in creating employee development plans and identifying appropriate learning or growth opportunities.
  • Support leadership learning labs, skills assessments, and development planning tied to future-ready workforce needs.
  • Bring prior people-management experience to leader and manager discussions so recommendations are practical, credible, and grounded in real operating experience.

5. Onboarding and Employee Lifecycle Programs - 10%

  • Own and continuously improve the onboarding experience for new employees.
  • Manage orientation programs, new employee integration, 30/60/90-day checkpoints, onboarding surveys, and program enhancements.
  • Use onboarding feedback and data to identify experience gaps and recommend improvements.
  • Partner with HR and business leaders to strengthen early employee connection, readiness, and retention.

6. Communications, Content and Change Support - 5%

  • Lead workforce readiness and change enablement efforts that help employees adapt to organizational change, new technologies, evolving priorities, and future skill requirements.
  • Develop employee communications that support culture, development, onboarding, and organizational initiatives.
  • Maintain People & Culture resources and content that support learning, employee listening, manager enablement, and change readiness.
  • Prepare presentations, communications, and materials for all-hands meetings, Employee Connection Week, leadership forums, and change initiatives.
  • Partner with internal stakeholders on communication sequencing and change-readiness plans.

Your Impact:

  • Demonstrated experience leading workforce transformation, organizational development, employee engagement, and capability-building initiatives that deliver measurable business outcomes.
  • Experience leading people, teams, programs, or cross-functional initiatives with strong leadership credibility.
  • Experience designing, coordinating, or facilitating learning, leadership development, employee listening, and action-planning programs.
  • Strong proficiency with Microsoft 365 tools, including Teams, SharePoint, Excel, PowerPoint, and modern collaboration tools.
  • Demonstrated ability to use data, dashboards, survey insights, or reporting tools to identify trends and support decisions.
  • Strong project management, communication, facilitation, and organizational skills.
  • Ability to work effectively with senior leaders, managers, frontline employees, HR partners, and cross-functional stakeholders.

How We'll Support You:

  • Jointhe largest marketing and fundraising company in North America serving the nonprofit industry, where we prioritize innovation and professional growth.
  • Collaborate with industry subject matter experts with over 5,000 employees across the enterprise.
  • To help you stay energized, engaged, and inspired, we offer a wide range of benefits, including comprehensive healthcare, paid holidays, and generous paid time off so you can have the time and space to recharge, pursue your other passions, and be with the people you care about.
  • Moore is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

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