Workforce Readiness Manager

The Workforce Readiness Manager serves as a strategic partner responsible for building workforce capability, enhancing organizational effectiveness, and preparing employees and leaders for future business needs. This role identifies workforce challenges, skill gaps, productivity opportunities, and change readiness needs, then develops solutions that improve employee growth, leadership effectiveness, technology adoption, and organizational performance. Success is measured through improved workforce capability, productivity, adaptability, and employee experience. The ideal candidate has experience leading workforce transformation initiatives and delivering measurable business outcomes.

Moore is a data-driven constituent experience management (CXM) company achieving accelerated growth for clients through integrated supporter experiences across all platforms, channels, and devices. We are an innovation-led company that is the largest marketing, data, and fundraising company in North America, serving the purpose-driven industry with clients across education, association, political, and commercial sectors.

Check out www.WeAreMoore.com

Your impact: 

1. Learning & Development and Future-Ready Skill Building — 25%

• Lead and continuously improve enterprise learning programs, curriculum, and development resources.
• Support Moore to Learn administration, learning pathways, leadership learning programs, learning credits, learning events, and vendor coordination.
• Build practical development pathways for employees, supervisors, managers, and emerging leaders.
• Partner with leaders to identify skill gaps and recommend targeted learning solutions that support current performance and future workforce needs.
• Create manager and employee resources that support continuous learning, career development, and workforce capability building.
• Ensure learning efforts are tied to measurable business outcomes, productivity improvements, and future-ready skills.

2. Workforce Productivity, Process Improvement and Technology Enablement — 25%

• Assess workforce challenges, organizational barriers, and emerging capability needs; develop practical solutions that improve productivity, adaptability, employee growth, and organizational performance.
• Identify and implement opportunities to improve workforce productivity through skill development, process improvement, automation, AI enablement, and technology adoption.
• Drive adoption of tools, practices, and workforce readiness initiatives that improve productivity, consistency, and employee effectiveness.
• Use workforce data, survey insights, and reporting tools to identify trends, communicate recommendations, and support leadership decision-making.
• Support leaders and teams in leveraging modern technologies, dashboards, and employee feedback to improve execution, accountability, and employee experience.

3. Employee Listening, Engagement and Culture — 20%

• Lead employee listening strategies, including survey administration, feedback collection, analysis, and action planning.
• Identify workforce trends and recommend initiatives that improve engagement, retention, organizational health, and employee experience.
• Support culture renovation, change readiness, recognition, remote engagement, and employee connection initiatives across the organization.
• Partner with leaders to convert employee feedback and survey insights into practical team-level action plans and accountability measures.

4. Leadership and Manager Capability Development — 15%

• Develop leadership programs, manager resources, and practical development tools.
• Build manager capability through tools, training, and coaching resources that reinforce consistent people leadership expectations.
• Assist leaders in creating employee development plans and identifying appropriate learning or growth opportunities.
• Support leadership learning labs, skills assessments, and development planning tied to future-ready workforce needs.
• Bring prior people-management experience to leader and manager discussions so recommendations are practical, credible, and grounded in real operating experience.

5. Onboarding and Employee Lifecycle Programs — 10%

• Own and continuously improve the onboarding experience for new employees.
• Manage orientation programs, new employee integration, 30/60/90-day checkpoints, onboarding surveys, and program enhancements.
• Use onboarding feedback and data to identify experience gaps and recommend improvements.
• Partner with HR and business leaders to strengthen early employee connection, readiness, and retention.

6. Communications, Content and Change Support — 5%

• Lead workforce readiness and change enablement efforts that help employees adapt to organizational change, new technologies, evolving priorities, and future skill requirements.
• Develop employee communications that support culture, development, onboarding, and organizational initiatives.
• Maintain People & Culture resources and content that support learning, employee listening, manager enablement, and change readiness.
• Prepare presentations, communications, and materials for all-hands meetings, Employee Connection Week, leadership forums, and change initiatives.
• Partner with internal stakeholders on communication sequencing and change-readiness plans.

Your Impact:

• Demonstrated experience leading workforce transformation, organizational development, employee engagement, and capability-building initiatives that deliver measurable business outcomes.
• Experience leading people, teams, programs, or cross-functional initiatives with strong leadership credibility.
• Experience designing, coordinating, or facilitating learning, leadership development, employee listening, and action-planning programs.
• Strong proficiency with Microsoft 365 tools, including Teams, SharePoint, Excel, PowerPoint, and modern collaboration tools.
• Demonstrated ability to use data, dashboards, survey insights, or reporting tools to identify trends and support decisions.
• Strong project management, communication, facilitation, and organizational skills.
• Ability to work effectively with senior leaders, managers, frontline employees, HR partners, and cross-functional stakeholders.

How We’ll Support You:

• Join the largest marketing and fundraising company in North America serving the nonprofit industry, where we prioritize innovation and professional growth.
• Collaborate with industry subject matter experts with over 5,000 employees across the enterprise.   
• To help you stay energized, engaged, and inspired, we offer a wide range of benefits, including comprehensive healthcare, paid holidays, and generous paid time off so you can have the time and space to recharge, pursue your other passions, and be with the people you care about.
• Moore is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

 #LI-TM1 #LI-remote