Senior Manager, Performance & Enablement

Qualifications & Experience 

• 5+ years of progressive experience in business operations, business intelligence, performance management, workforce enablement, consulting, contingent workforce management, or related disciplines. 
• 3+ years of people leadership or significant cross-functional leadership experience, including setting work priorities, coaching team members, and managing program delivery. 
• Demonstrated experience developing performance frameworks, KPIs, scorecards, dashboards, or business operating rhythms. 
• Strong analytical capability with demonstrated ability to translate complex information into actionable business insights. 
• Experience with workforce enablement, onboarding, learning, or organizational capability programs. 
• Strong understanding of operational processes, change adoption, and continuous improvement. 
• Experience partnering with functional leaders and coordinating cross-functional delivery without direct authority. 
• Strong communication, visualization, and storytelling skills, including presenting insights and recommendations to senior leaders. 
• Experience with Power BI, Excel, and enterprise reporting and analytics environments preferred. 
• Experience with project management software, applicant tracking systems and vendor management systems a plus. 
• Demonstrated ability to operate effectively through ambiguity, transformation, and organizational growth. 

The well-being of WWT employees is essential. When it comes to our benefits package, WWT has one of the best. We offer the following benefits to all full-time employees:

• Health and Wellbeing: Health (Medical & Prescription), Dental, and Vision Care, Onsite Health Centers (MO & IL), Employee Assistance Program, Wellness program
• Financial Benefits: Competitive Pay, Profit Sharing, 401k Plan with Company Matching, Life and Disability Insurance, Flexible Spending Accounts, Tuition Reimbursement
• Paid Time Off: PTO & Holidays, Parental Leave, Medical Leave, Military Leave, Bereavement, Day of Caring
• Additional Perks: Family Planning Benefits, Nursing Mothers Benefits, Voluntary Legal, Voluntary Supplemental Accident/Illness/Hospital, Voluntary ID Theft, Pet Insurance, Employee Discount Program

Note: This is not an all-encompassing list and should not be used as a complete description of the plan’s benefits. For more information, see our US benefits website at wwt.com/us-benefits.

We strive to create an environment where all employees are empowered to succeed based on their skills, performance, and dedication. Our goal is to cultivate a culture of belonging that encourages innovation, collaboration, and respect for all team members, ensuring that WWT remains a great place to work for all!

If you require accessibility accommodation(s) or adjustment during any stage of the hiring process, please let your WWT Recruiter know. The recruiter will work with you to understand your needs and help ensure an accessible experience throughout the interview process.

World Wide Technology is an Equal Opportunity Employer.

Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base salary range for this position is $128,400-160,500. Actual salary will be based on a variety of factors, including location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base salary.

If you have any questions or concerns about this posting, please email [email protected].

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Why WWT?

World Wide Technology (WWT) strives to make a new world happen. WWT's work benefits clients and partners as much as it does its people and community across the globe.

Founded in 1990, WWT brings together strategy, deep technical expertise and world-class partnerships to help public and private sector organizations design, build and scale intelligent AI, digital, cybersecurity, cloud and infrastructure solutions. Through its Advanced Technology Center (ATC)—a collaborative ecosystem featuring state-of-the-art hardware and software—WWT enables clients and partners to conceptualize, test and validate innovative technology and then deploy solutions at scale using its global integration and distribution capabilities.

With more than 14,000 team members and over 60 locations globally, WWT's culture—grounded in core values and leadership philosophies—has been recognized by Fortune® and Great Place to Work for its commitment to innovation, trust and creating a great place to work for all. WWT provides products and services to large enterprise, global service provider and public sector clients in up to 130 countries across six continents. Softchoice, a World Wide Technology company, supports commercial and SMB markets in the U.S. and Canada.

Want to work with highly motivated individuals on high-performance teams? Join WWT today!

Role Summary 

Strategic Resourcing (SR) connects clients with specialized technical talent to support their technology initiatives and business outcomes. The Strategic Resourcing Experience (SRX) team supports the practice by improving how its people, processes, and tools work together - building capabilities, equipping teams, and turning insights into measurable improvements. This Senior Manager translates SRX leadership priorities into day-to-day delivery across Business Intelligence, Workforce Enablement, and SR Performance Management. 

SRX is organized around three current pillars: Research & Insights, Experience, and Impact. This Senior Manager partners with all three to operate, measure, and continuously improve SR’s people, processes, and tools, translating shared priorities into coordinated execution, practical performance measures, and ongoing improvements. 

This role will partner with each pillar to translate new capabilities into consistent operating practices. The Senior Manager coordinates enablement, adoption, measurement, and ongoing improvement within agreed priorities, standards, and resources, using business intelligence and frontline feedback to recommend adjustments and inform future Build priorities. 

• Business Intelligence: Use research, insights, and data to evolve our ability to identify trends, opportunities, risks, and performance drivers. 
• Workforce Enablement: Lead implementation and ongoing management of internal SR onboarding, job-related training, role-based development, knowledge management, and SR360. 
• SR Performance Management: Manage the KPIs, scorecards, review rhythms, and measurement practices used to understand and improve business performance across RM, SEM, and SPA teams, in partnership with functional leaders. 

Key Responsibilities 

SR Performance Management 

• Maintain and improve the business performance framework for delivery teams, including KPIs, scorecards, targets, and operating measures, in partnership with functional leaders. 
• Coordinate regular business performance reviews with delivery team leaders and track agreed follow-up actions. 
• Create visibility into business performance trends, gaps, productivity, quality, capacity, effectiveness, and other key operational indicators. 
• Partner with functional leaders to identify root causes behind performance gaps and translate insights into action. 
• Document and maintain common definitions and measurement standards in partnership with functional leaders and data teams. 
• Identify opportunities to improve operational efficiency, effectiveness, and scalability. 
• Track improvement initiatives and measure whether interventions deliver intended business outcomes. 
• Connect functional and team performance measures to broader Strategic Resourcing objectives. 
• Identify emerging performance risks early and enable leaders to proactively intervene. 

Business Intelligence 

• Implement and maintain a consistent framework for translating data into actionable insights for SR leadership and functional teams. 
• Use SR insights to identify business trends, risks, opportunities, and performance drivers. 
• Connect operational performance to growth, profitability, productivity, capacity, and scalability. 
• Partner with reporting, analytics, and data teams to improve the quality, consistency, accessibility, and usability of SR data. 
• Maintain key business metric definitions and coordinate proposed changes with functional leaders and data partners to support consistent understanding across SR. 
• Manage recurring insight reviews that support proactive decisions and track agreed actions. 
• Connect internal insights and market insights. 
• Use data to identify areas requiring additional enablement, operational improvement, or new capabilities. 

Workforce Enablement 

• Translate SR workforce enablement strategy into program plans and manage delivery across delivery teams and related functions. 
• Oversee role-based onboarding and continuous learning experiences by providing direction, coaching, and support to the employee responsible for program delivery. 
• Manage the review, maintenance, and use of SR operational training curriculum, documentation, job aids, learning resources, and knowledge assets within agreed standards. 
• Ensure enablement evolves as SR processes, technology, AI capabilities, and operating models change. 
• Create mechanisms for measuring adoption, proficiency, and effectiveness of enablement programs. 
• Partner with functional leaders and subject-matter experts to identify capability and knowledge gaps. 
• Build scalable enablement programs that support organizational growth and global consistency. 
• Implement agreed handoffs, readiness checks, and support plans for transitioning newly developed processes and capabilities from Build into sustained operations. 
• Use performance data to proactively identify where additional training, communication, or enablement is required. 
• Manage delivery and continuous improvement of the SR360 associate program within agreed objectives and resources. Coordinate curriculum, rotations, learning objectives, mentoring, and experiential development with functional leaders and mentors. Track participant progress and program outcomes, gather feedback, and recommend program changes that strengthen cross-functional understanding and organizational capability. 

Important distinction: This role owns business performance management, not employee performance management. Functional and people leaders remain accountable for individual coaching and performance; this leader provides the intelligence, frameworks, standards, and operating mechanisms that help leaders understand and improve business performance. 

Leadership Expectations 

This Senior Manager combines people leadership with hands-on program and operational management. The role translates SRX direction into team priorities, coordinates delivery across business intelligence, workforce enablement, and business performance management, and is accountable for execution and results within the assigned scope. The leader coaches team members, manages competing demands within available resources, and escalates decisions involving broader strategy, investment, or cross-functional trade-offs to SRX leadership. 

• Think analytically and translate data into clear business action. 
• Connect signals across data, workforce capability, operational performance, and frontline feedback. 
• Coordinate cross-functional work through strong relationships, clear plans, and follow-through. 
• Challenge existing operating practices constructively. 
• Create clarity and accountability without adding unnecessary bureaucracy. 
• Translate agreed strategy into practical work plans and repeatable operating practices. 
• Build strong partnerships across Strategic Resourcing, and enabling functions. 
• Communicate progress, insights, risks, and recommendations clearly to frontline teams, functional leaders, and SRX leadership. 
• Balance planning and prioritization with hands-on problem-solving and delivery. 
• Navigate ambiguity, transformation, and rapid organizational growth. 
• Reinforce continuous improvement and data-informed decisions through team practices and coaching.