Manager, Transformation Learning and Engagement

Digi-Key Corporation; United States; On-site; USD 105,000 - 145,000; Full time

Job summary

DigiKey Electronics is seeking a Manager, Transformation Learning and Engagement to lead workforce enablement for enterprise transformation initiatives. You will oversee a team of learning professionals, align with change strategy, and ensure readiness and adoption across business units.

This role requires partnering with leaders, applying adult learning concepts, and applying agile methods to design and deliver role-based learning, performance support, and sustainment.

Qualifications

• Bachelor's degree or equivalent experience in learning and development, organizational change, or related field.
• 7+ years in learning and development or transformation contexts.
• 3+ years leading enterprise learning programs and matrixed teams.
• Experience translating change impacts into workforce readiness and learning plans.

Responsibilities

• Develop and oversee integrated transformation enablement strategies across learning, readiness, adoption, and sustainment.
• Partner with Senior Change Manager to align learning with change strategy and stakeholder plans.
• Lead needs analysis translating change impacts into audience-specific capability requirements.
• Design and deliver role-based learning journeys, leader enablement, and performance support.
• Establish scalable enablement standards and governance across initiatives.
• Use agile methods and backlogs to improve speed, relevance, and quality.

Skills

Learning strategy

People leadership

Stakeholder management

Project management

Facilitation

Agile delivery

Change management

Communication

Education

Bachelor's degree in Organizational Development, Education, Human Resources, Business, Learning and Development, Communications

Tools

Microsoft 365

Learning technologies

Job description

DigiKey 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.

Position Overview

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. Responsibilities: 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. Lead learning 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 milestones; elevate barriers and adapt plans as transformation priorities evolve. Lead, coach, and develop learning professionals and matrixed resources; clarify roles, set quality expectations, balance workloads, and build capability in adult learning, instructional design, facilitation, evaluation, and agile delivery. Communicate strategy, priorities, progress, risks, decisions, measures, and recommendations to project governance, leaders, and key stakeholders. Plan and execute the transition of learning assets, facilitator capability, learner support, metrics, and sustainment responsibilities from project teams to operational owners. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Required Knowledge, Skills, and Experience

Bachelor's degree in Organizational Development, Education, Human Resources, Business, Learning and Development, Communications, or a related field, or equivalent relevant experience. 7+ years of experience in learning and development, organizational change, business transformation, performance consulting, training leadership, or related disciplines. 3+ years of experience leading enterprise learning, enablement, or training programs and directing the work of employees, project teams, or matrixed resources. Experience supporting enterprise technology implementations, organizational transformations, or other complex, large‑scale change initiatives. Demonstrated knowledge of adult learning, instructional design, learning transfer, performance support, accessibility, facilitation, and learning evaluation. Experience translating change impacts and future‑state processes into workforce‑readiness, role‑based learning, proficiency, adoption, and sustainment plans. Experience using agile or iterative design and delivery practices, continuous improvement methods, and feedback loops to improve learning solutions. Experience defining and using readiness, competency, proficiency, adoption, correct‑use, time‑to‑proficiency, stabilization, or operational‑performance measures. Experience collaborating with change managers, project or product leaders, process owners, subject matter experts, communications partners, and senior stakeholders. Strong people leadership, consulting, facilitation, communication, stakeholder management, program management, and prioritization capabilities. Ability to manage ambiguity, competing priorities, interdependencies, and risk in an enterprise transformation environment. Proficiency with Microsoft 365 applications, virtual collaboration tools, and learning technologies.

Preferred Attributes

Experience building and managing train‑the‑trainer, facilitator certification, communities of practice, or distributed learning‑delivery models. Experience supporting ERP, CRM, OMS, AI, or other enterprise platforms and process transformations. Knowledge of structured change management methodologies and how learning integrates with communications, sponsorship, manager enablement, resistance management, readiness, and adoption. Experience with learning experience platforms, learning management systems, digital adoption platforms, authoring tools, simulation tools, or learning analytics. Certification or demonstrated proficiency in change management, instructional design, program or project management, agile delivery, performance consulting, accessibility, or learning evaluation.

Physical Requirements

Work is primarily performed at a desk and/or in an office environment for three‑quarters of the day or more. Generally, the workday involves sitting at a workstation and operating computer devices, including a keyboard, mouse, and screen. Generally, the workday involves repetitive motions that may involve the hands, head, and other parts of the body.

Compensation

The base pay range for this position is: $105,000 to $145,000. Many factors influence the determination of base pay within a range, including the candidate’s work experience in related roles; the candidate’s knowledge, skills, capabilities, and performance; the relative pay of other DigiKey employees in similar roles; and the budget available for the position.

Must be authorized to work in the U.S.

Must be authorized to work in the U.S. without the need for employment‑based immigration sponsorship, now or in the future. The employer does not offer immigration sponsorship for this opportunity. DigiKey Electronics is an Equal Opportunity Employer.

We encourage all qualified candidates, including protected veterans and individuals with disabilities, to apply and be considered for open positions.

Know Your Rights

Workplace Discrimination is Illegal DigiKey has always believed our employees are the greatest reason for our company's continued success and exceptional service. Our employees are hardworking, talented, motivated, dedicated, agile, generous, and humble. In addition to offering an industry‑leading benefits package, a sense of community, and job security, we’re committed to providing career development opportunities with the hands‑on training and resources to take you anywhere you want to go. DigiKey is growing fast. Come see how you can grow with us.

If you are an applicant with a disability and need a reasonable accommodation for any part of the employment process, please contact Human Resources at 1-800-338-4105 or [e-mail].