Enablement Specialist (Remote)

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Location - Must sit in the U.S (not California or New York)

At the heart of Cisco’s evolution is our ability to adapt, innovate, and thrive in an ever-changing landscape. Our People Strategy and Operations (PSO) Change & Readiness team serves as the catalyst for this agility, dedicated to ensuring that our organization remains resilient, forward-thinking, and deeply connected to our purpose.

We partner closely with leaders across People & Communities to navigate complex transitions with intention and precision. Our mission is to transform organizational shifts into seamless experiences, ensuring that every initiative is executed with clarity, empathy, and a steadfast commitment to our people. By bridging the gap between strategic vision and operational reality, we empower our teams to embrace change not just as a necessity, but as a path to growth.

Our approach is rooted in Cisco’s Guiding Principles. We believe that successful change is a human-centric endeavor, and we prioritize transparent communication and inclusive engagement to foster alignment at every level of the organization. Whether we are driving large-scale transformations or supporting cultural pivots, our team provides the framework, tools, and strategic guidance necessary to maintain momentum while keeping our community at the center of everything we do.

We are proud to champion the agility that defines Cisco, helping our organization remain a place where innovation flourishes and every team member feels supported, informed, and ready for the future.

As a Experience Design Strategist embedded in People & Communities (P&C) change initiatives, you design how people build the knowledge, skills, and confidence needed to adopt new ways of working. You recognize that learning is not a discrete event in a change journey — it is woven through every phase, from early awareness to sustained behavior change.

In this role, you specifically leverage AI-enabled learning technologies to personalize the learning journey directly in the flow of work. By analyzing complex workflows you will identify opportunities for AI augmentation and enablement interventions that appear right when the user needs them, ensuring that employees are not only prepared for change but are empowered to interact effectively with AI tools to enhance their performance.

Experience Design for Change

• Design experience frameworks and journeys that are sequenced to the phases and emotional arc of a change initiative, integrating AI-driven adaptive learning paths that adjust to individual users needs.

• Develop audience-segmented strategies that account for varying roles, prior knowledge, and readiness levels, utilizing AI tools to deliver just-in-time content.

• Translate change management goals into AI-augmented learning/enablement interventions that address knowledge and skill gaps, including simulations and interactive AI coaching modules.

• Design for the full learning ecosystem, ensuring AI-enabled performance support is available within the flow of work to reinforce training.

Integrated Experience Design

• Prioritize Performance in the Flow of Work: Shift away from traditional classroom or eLearning-centric models by embedding performance support, AI-augmented guidance, and actionable insights directly into the tools and platforms employees use daily.
• Facilitate Social Ecosystems: Design and curate social-based environments—such as peer-to-peer coaching networks, communities of practice, and collaborative sense-making forums—to reinforce desired mindsets and behaviors through shared experience.
• Drive Organizational Readiness: Develop strategies that treat readiness as a dynamic state, utilizing data to identify friction points and deploying targeted interventions that support employees exactly where and when they need it.

Behavioral & Transfer Strategy

• Analyze workflows to identify where AI augmentation can reduce friction; design interventions that teach employees how to effectively prompt, interact with, and collaborate alongside AI tools.

• Apply knowledge application principles to ensure that AI-augmented tools are perceived as performance enhancers rather than technical hurdles.

• Work with managers to design their role in reinforcing AI-human collaboration, modeling desired behaviors for using AI in daily decision-making.

Evaluation & Measurement Design

• Build multi-level evaluation frameworks that measure the impact of AI-augmented learning interventions on behavior change and organizational productivity.

• Use AI-powered analytics to identify leading indicators of adoption, such as engagement with AI tools, confidence shifts, and real-time performance improvements.

• Create feedback loops that allow learning design to be adjusted during rollout based on real-time data from AI-enabled platforms.

Collaboration & Stakeholder Engagement

• Partner with subject matter experts to identify where AI can solve specific adoption barriers.

• Facilitate co-design sessions to ensure that AI-augmented workflows are grounded in actual user needs and constraints.

• Communicate the strategic value of AI-enabled learning to senior leadership, articulating how these technologies accelerate adoption and business impact.

• 4–7 years of experience in learning design, instructional strategy, or change enablement, with a strong focus on digital transformation.

• Proven experience designing interventions that incorporate AI-enabled tools, chatbots, or adaptive learning platforms.

• Experience analyzing workflows to identify and implement AI augmentation opportunities.

• Proven experience designing learning sequences and learning ecosystems, with the ability to integrate AI tools into scalable learning frameworks.

• Familiarity with the ethical considerations and change management challenges associated with AI implementation in the workplace.

• Experience designing manager enablement programs that focus on leading teams through AI-driven process transformations.

• Proven ability to build or configure AI agents to support lower-complexity learning design tasks (e.g., generating content outlines, FAQs, or basic templates), enabling non-L&D or non-change management teams to self-serve and scale learning support.

• Experience in performance consulting, with a focus on designing solutions that integrate into the existing work environment rather than pulling employees away from it.

• Proven ability to facilitate social-based environments that foster peer-to-peer knowledge exchange and cultural alignment.

• Comfortable with both qualitative insights and quantitative data, specifically regarding how AI adoption metrics correlate to business outcomes.

• Clear communicator who can translate AI technology for non-technical stakeholders and explain its role in a broader change strategy.

What This Role Is Not

This is not a content developer, eLearning producer, or training coordinator role. While you may conduct some of these tasks and/or collaborate with those practitioners, your distinct contribution is the strategic design of how AI-enabled learning supports behavior change and how that progress is measured. You design the architecture; you and others build within it.

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. 

We are Cisco, and our power starts with you. 

Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees are offered benefits, subject to Cisco’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks.  Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.

U.S. employees are eligible for paid time away as described below, subject to Cisco’s policies:

• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees

• 1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco

• Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees

• Exempt employees participate in Cisco’s flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)

• 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next

• Additional paid time away may be requested to deal with critical or emergency issues for family members

• Optional 10 paid days per full calendar year to volunteer

For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco’s policies.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan. For quota-based incentive pay, Cisco typically pays as follows:

• .75% of incentive target for each 1% of revenue attainment up to 50% of quota;

• 1.5% of incentive target for each 1% of attainment between 50% and 75%;

• 1% of incentive target for each 1% of attainment between 75% and 100%; and

• Once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

Non-Metro New York state & Washington state:

* For quota-based sales roles on Cisco’s sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined.

** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.