Enablement Manager

Anduril-1; Costa Mesa (CA); Hybrid; USD 146,000 - 194,000; Full time

Benefits offered by this job

Hybrid work model

Job summary

Anduril Industries is seeking an Enablement Manager to own the people side of complex system changes. You will shape stakeholder strategy, communications, training, and readiness to ensure adoption and sustained value across the organization.

This role sits in Costa Mesa and requires close collaboration with Enterprise Solutions and People teams. You will develop enablement strategies, craft executive communications, design curricula, and measure adoption to drive successful go-live outcomes in

Qualifications

• Six-plus years in change management or organizational enablement.
• Experience leading enablement for HRIS/ERP implementations or M&A integrations.
• Ability to map stakeholders and drive adoption from awareness to action.
• Strong writing, presentation, and facilitation skills.

Responsibilities

• Develop and execute comprehensive change enablement strategies across stakeholder analysis, impact assessments, communications, and training design.
• Own the communications strategy and execution for initiatives, including leadership messaging and cascade plans.
• Design and deliver training programs—curriculum, e-learning, job aids, instructor-led sessions, and self-service resources.

Skills

Change management

Training design

Stakeholder management

Project management

Executive communication

Job description

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

ABOUT THE TEAM

The Strategic Operations & Transformation team drives the successful adoption of new business systems, processes, and ways of working across Anduril. We sit at the intersection of people and technology—working across engineering, supply chain, finance, people, and operations to ensure that when something changes, the business is ready, equipped, and supported. We manage a portfolio of high-impact initiatives ranging from enterprise system implementations (like Workday HRIS) to M&A integrations, and we treat change as a capability to build, not just a project to manage.

ABOUT THE JOB

As an Enablement Manager, you’ll own the people side of complex systems and process changes end to end—spanning stakeholder strategy, communications, training, and readiness. You’ll be the person who ensures that stakeholders aren’t just informed about a change—they’re ready, willing, and able to adopt it. You’ll build the strategy and do the work

• You’ll develop and execute comprehensive change enablement strategies that scope the full landscape: stakeholder analysis, impact assessments, communications and engagement models, training design and delivery, readiness measurement, and post-go-live sustainment.
• You’ll own the communications strategy and execution for your initiatives—building stakeholder engagement plans, crafting targeted messaging across audiences, managing communication cadences, and ensuring leaders are equipped to cascade information effectively.
• You’ll design and deliver training programs that meet people where they are—creating curricula, e-learning modules, job aids, instructor‑led sessions, and self‑service resources. You’ll measure effectiveness and iterate based on adoption data, not assumptions.
• You’ll conduct change impact assessments to understand who is affected, how their work changes, and what support they need. You’ll translate those impacts into actionable plans that address real resistance and real skill gaps.
• You’ll build and manage readiness frameworks that give leadership clear visibility into whether the organization is prepared to go live and what needs to happen if it’s not.
• You’ll work closely with project teams, Enterprise Solutions, People Team, and business leaders to ensure change activities are tightly integrated with implementation timelines and business objectives.
• You’ll set the organization up for sustainment success by building the mechanisms needed to continuously manage change, reinforce adoption, and realize value beyond go‑live.
• You’ll pinch hit where necessary, filling critical gaps to ensure your initiatives are successful. We do what needs to be done regardless of job title.

REQUIRED QUALIFICATIONS

• You have 6+ years of experience in change management, organizational enablement, or a related field, with direct experience owning both communications and training workstreams for enterprise systems implementations or large‑scale organizational transformations.
• You’ve led enablement for HRIS, ERP, or other enterprise system rollouts, or you’ve supported M&A integrations where you had to bring disparate teams through process and systems changes quickly.
• You think in systems and stakeholders. You naturally map who is impacted, what changes for them, and what it takes to move them from awareness to adoption.
• You’re a strong communicator who can craft executive‑level messaging and turn‑by‑turn job aids with equal skill. You write clearly, present confidently, and facilitate effectively.
• You have instructional design chops. You know how to build training that actually drives behavior change, not just check a box. Familiarity with learning evaluation models is a plus.
• You’re both strategic and tactical. You can build the change strategy for a complex initiative and then execute it—you don’t just operate at 30,000 feet.
• You’re high ownership and low ego. You take accountability for outcomes and will do whatever it takes to ensure the business is ready.
• You’re comfortable with ambiguity and fast‑moving environments. You know how to manage competing priorities, tight timelines, and imperfect information.
• You’re collaborative and people‑centric. You build trust with stakeholders at every level and genuinely care about making change work for the people going through it.
• You have strong project management skills—you can build and track work plans, manage dependencies, and keep multiple workstreams moving in parallel.
• Experience with OCM methodologies and frameworks (Prosci, ADKAR, or similar) is valued but not required—we care more about judgment and execution than certifications.
• U.S. Person status is required as this position needs to access controlled data.

US Salary Range

$146,000 - $194,000 USD

The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top‑tier benefits for full‑time employees, including:

At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits .

This role sits in our Costa Mesa, HQ.

Hybrid Only

Voluntary Self‑Identification

For government reporting purposes, we ask candidates to respond to the below self‑identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Anduril Industries’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation ...

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Voluntary Self‑Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

• Alcohol or other substance use disorder (not currently using drugs illegally)
• Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
• Blind or low vision
• Cancer (past or present)
• Cardiovascular or heart disease
• Celiac disease
• Cerebral palsy
• Deaf or serious difficulty hearing
• Diabetes
• Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
• Epilepsy or other seizure disorder
• Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
• Intellectual or developmental disability
• Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
• Missing limbs or partially missing limbs
• Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
• Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
• Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
• Partial or complete paralysis (any cause)
• Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
• Short stature (dwarfism)
• Traumatic brain injury

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.