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Learning Development Enablement Jobs in Seattle, WA

F5, Inc.

Partner Enablement Senior Manager

Seattle, WA · On-site

$123.20K - $184.80K/yr

The Channel Enablement Senior Manager is responsible for defining and driving the global Channel ... learning and development (L&D) framework aligned to company initiatives, Channel priorities, and ...

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Learning Development Enablement information

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$58K

$113.5K

$153.1K

How much do learning development enablement jobs pay per year?

As of May 30, 2026, the average yearly pay for learning development enablement in Seattle, WA is $113,460.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,000.00 and $131,400.00 per year, depending on experience, location, and employer.

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.

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 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.

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 Seattle, WA? For Learning Development Enablement jobs in Seattle, WA, the most frequently searched job titles are:
What job categories do people searching Learning Development Enablement jobs in Seattle, WA look for? The top searched job categories for Learning Development Enablement jobs in Seattle, WA are:
What cities near Seattle, WA are hiring for Learning Development Enablement jobs? Cities near Seattle, WA with the most Learning Development Enablement job openings:
Learning Development Enablement jobs near you
Talent Development & Enablement Director

Talent Development & Enablement Director

Artera

Seattle, WA

Full-time

Posted 2 days ago

Job description

ABOUT ARTERA

Our Mission: Make healthcare #1 in customer service.

What We Deliver: Artera, a SaaS leader in digital health, transforms patient experience with AI-powered virtual agents (voice and text) for every step of the patient journey. Trusted by 1,000+ provider organizations — including specialty groups, FQHCs, large IDNs and federal agencies — engaging 100 million patients annually. Artera’s virtual agents support front desk staff to improve patient access including self-scheduling, intake, forms, billing and more. Whether augmenting a team or unleashing a fully autonomous digital workforce, Artera offers multiple virtual agent options to meet healthcare organizations where they are in their AI journey. Artera helps support 2B communications in 109 languages across voice, text and web. A decade of healthcare expertise, powered by AI. 

Our Impact: Trusted by 1,000+ provider organizations — including specialty groups, FQHCs, large IDNs and federal agencies — engaging 100 million patients annually. Hear from our CEO, Guillaume de Zwirek, about why we are standing at the edge of the biggest technological shift in healthcare’s history!

Our award-winning culture: Our award-winning culture: Since founding in 2015, Artera has consistently been recognized for its innovative technology, business growth, and named a top place to work. Examples of these accolades include: Inc. 5000 Fastest Growing Private Companies (2020, 2021, 2022, 2023, 2024); Deloitte Technology Fast 500 (2021, 2022, 2023, 2024, 2025); Built In Best Companies to Work For (2021, 2022, 2023, 2024, 2025, 2026). Artera has also been recognized by Forbes as one of “America’s Best Startup Employers,” Newsweek as one of the “World’s Best Digital Health Companies,” and named one of the top “44 Startups to Bet your Career on in 2024” by Business Insider.

Applicants must be currently authorized and have the ability to provide proof of full-time, long-term authorization to work in the United States. We are unable to provide visa sponsorship or support visa transfers now or in the future.

ABOUT THE OPPORTUNITY 
This is a high-impact individual contributor role for a senior talent development leader who wants to build the playbook for what career growth, performance, and learning look like inside an AI-native company — not retrofit old programs onto new tools.
 
You'll own the systems that keep our workforce ahead of AI's pace: role charters that evolve as the work does, career ladders that reward AI-augmented output, performance frameworks that hold up under that bar, and manager enablement that makes all of it land. You'll sit on the People team reporting to the SVP of People for functional coherence, and spend the majority of your time cross-functionally — embedded with our Heads of Departments and other functional leaders — so the programs you build reflect how work actually gets done at Artera.
 
This role is for someone with the seniority and judgment to operate without a playbook, the craft to build programs that scale, and the personal fluency with AI tools to design an enablement function that looks nothing like a traditional L&D org.
Responsibilities
Role Design and Career Architecture
  • Partner with Heads of Departments and other functional leaders to continuously redesign role charters as AI capabilities evolve — translating "what this job is" from quarter to quarter
  • Own the career ladder framework across the company: leveling criteria, competency models, and promotion readiness standards that reflect AI-augmented expectations
  • Build the internal mobility model — how people move across squads, functions, and levels as the org reshapes
  • Coach employees and managers through career transitions from traditional to AI-augmented roles
 
Performance Management
  • Own the end-to-end performance cycle — framework design, calibration processes, 360 review facilitation, and manager tooling
  • Partner with the SVP of People and HR Team on performance calibration across functions, ensuring consistency of the bar
  • Build the mechanisms that surface promotion readiness, performance risk, and development needs in a repeatable, data-informed way

Learning, Enablement, and AI Upskilling
  • Design and run the AI upskilling strategy — how every Artera employee, across every function, raises their AI proficiency quarter over quarter
  • Build programs (not courses) — learning experiences that produce measurable productivity gains, not completion certificates
  • Partner with the Internal Knowledge and Tools Squad to operationalize AI-delivered skills assessments, personalized learning paths, and training content
  • Design the onboarding program so new hires reach their first meaningful deliverable in under four weeks
 
Manager Enablement
  • Own new-manager onboarding and ongoing manager training — from first-time leads through senior directors
  • Build the change management playbooks Artera leaders use when org design, roles, or tooling shift
  • Equip managers to run great 1:1s, deliver feedback, coach through AI-driven change, and own their team's health
 
Operating Rhythm
  • Own the monthly Talent and AI Enablement Review, inspecting AI proficiency, training impact, ramp time, manager effectiveness, and productivity gains with rotating leadership attendance
  • Contribute talent and enablement inputs to the Quarterly People Operating Review with the CEO and ELT
  • Bring a data-informed lens to everything — if it doesn't move a metric, it's not worth building
Requirements
  • 8+ years of experience in talent development, organizational development, L&D, or performance management, ideally with exposure to high-growth and/or AI-native companies
  • Personal, daily fluency with AI tools (Claude, Claude Code, or similar) — you don't just talk about AI-augmented work, you live it in your own workflows
  • Proven track record designing career ladders, competency models, or leveling frameworks from scratch or through significant overhaul
  • Hands-on ownership of a full performance management cycle — including calibration, 360s, and manager enablement
  • Experience building learning and enablement programs that produced measurable business outcomes, not just training completion
  • Track record partnering cross-functionally with senior leaders (VP/C-level) as a trusted thought partner, not an order-taker
  • Strong systems thinking — you see role design, career growth, performance, and enablement as one connected system
  • Excellent judgment, discretion, and written communication; comfort presenting to executive audiences
  • Ability to operate autonomously at the director level while sitting in an IC seat
  • Ability to be onsite 4–5 days per week in Seattle or Santa Barbara, with occasional travel to other locations as needed
Bonus
  • Experience inside an AI-native or AI-forward company where AI was a core driver of how work got done
  • Background redesigning roles or career frameworks specifically in response to AI adoption
  • Experience with Rippling (HRIS) and modern performance management tooling
  • Prior exposure to healthcare, SaaS, or other regulated industries
The compensation for this role will be based on level of experience and the geographic tier in which you are located. This position also comes with equity and a variety of benefits.
OUR APPROACH TO WORK LOCATION
Artera has hybrid office locations in Santa Barbara, CA, and Philadelphia (Wayne), PA, where team members typically come in three days a week. Specific frequency can vary depending on your team's needs, manager expectations and/or role responsibilities.

In addition to our U.S. office locations, we are intentionally building geographically concentrated teams in several key metropolitan areas, which we call our “Hiring Hubs.” We are currently hiring remote candidates located within the following hiring hubs:
- Boston Metro Area, MA
- Chicago Metro Area, IL
- Denver Metro Area, CO
- Kansas City Metro Area (KS/MO)
- Los Angeles Metro Area, CA
- San Francisco / Bay Area, CA
- Seattle Metro Area, WA

This hub-based model helps us cultivate strong local connections and team cohesion, even in a distributed environment. 

To be eligible for employment at Artera, candidates must reside in one of our hybrid office cities or one of the designated hiring hubs. Specific roles may call out location preferences when relevant.

As our hubs grow, we may establish local offices to further enhance in-person connection and collaboration. While there are no current plans in place, should an office open in your area, we anticipate implementing a hybrid model. Any future attendance expectations would be developed thoughtfully, considering factors like typical commute times and access to public transit, to ensure they are fair and practical for the local team.

WORKING AT ARTERA 
Company benefits - Full health benefits (medical, dental, and vision), flexible spending accounts, company paid life insurance, company paid short-term & long-term disability, company equity, voluntary benefits, 401(k) and more! 
Career development - Manager development cohorts, employee development funds
Generous time off - Company holidays, Winter & Summer break, and flexible time off
Employee Resource Groups (ERGs) - We believe that everyone should belong at their workplace. Our ERGs are available for identifying employees or allies to join. 

EQUAL EMPLOYMENT OPPORTUNITY (EEO) STATEMENT
Artera is an Equal Opportunity Employer and is committed to fair and equitable hiring practices. All hiring decisions at Artera are based on strategic business needs, job requirements, and individual qualifications. All candidates are considered without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetics, protected veteran status, or any other protected status.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

Artera is committed to providing employees with a work environment free of discrimination and harassment; Artera will not tolerate discrimination or harassment of any kind. Artera provides reasonable accommodations for applicants and employees in compliance with state and federal laws. If you need an accommodation, please reach out to hr@artera.io.

DATA PRIVACY
Artera values your privacy. By submitting your application, you consent to the processing of your personal information provided in conjunction with your application. For more information please refer to our Privacy Policy.

SECURITY REQUIREMENTS
All employees are responsible for protecting the confidentiality, integrity, and availability of the organization’s systems and data, including safeguarding Artera’s sensitive information such as, Personal identifiable Information (PII) and Protected Health Information (PHI). Those with specific security or privacy responsibilities must ensure compliance with organizational policies, regulatory requirements, and applicable standards and frameworks by implementing safeguards, monitoring for threats, reporting incidents, and addressing data handling risks or breaches.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.